91997E1254

WRITTEN QUESTION E-1254/97 by Susan Waddington (PSE) to the Commission (8 April 1997)

Subject: Main streaming of equal opportunities into all Community policies

In view of the Commission's policy on the main streaming of equal opportunities into all Community policies ((Commission Communication 'Incorporating equal opportunities for women and men into all Community policies and activities', COM(96) 67 final 21.2.1996. )), particularly personnel policy, what incentives is the Commission giving to individual directorates-general to encourage the implementation of the policy, given that throughout the Commission services there have been both positive and negative reactions to the policy? How does the Commission intend to ensure that all directives take the policy on board with equal vigour?

Answer given by Mr Flynn on behalf of the Commission (3 June 1997)

Following the Commission communication 'Incorporating equal opportunities for women and men into all Community policies and activities', a strategy paper 'Mainstreaming of a gender and equal opportunities perspective into all Community policies' has received the support of the group of commissioners on equal opportunities and foresees:

- designations of mainstreaming officials in each directorate general,

- specific training for personnel,

- preparation of guidelines and tools for gender impact assessment,

- allocation of human and financial resources, where and when necessary.

The designation of officials is practically accomplished and a first internal information seminar on mainstreaming strategies has taken place. The group of mainstreaming officials will soon initiate its work on the development of guidelines for gender mainstreaming adapted to specific needs of different policy areas.

The strategy document foresees an internal monitoring system and periodic reporting. However, the Commission is aware of the fact that gender mainstreaming is a long-term process requiring changes in mentalities and working methods. Real progress needs time and special efforts by all involved on policy making. Actions for encouragement and information on the gender dimension of Community policies will be continued as long as necessary.

As for internal personnel policies, the Commission has recently adopted a third action programme for equal opportunities (1997-2000) for its staff, which aims to mainstream the gender dimension in human resources management and to lead to positive action, namely in recruitment. The measures foreseen within the framework of this programme should contribute positively to the advancement of the mainstreaming strategy.