Debates Parlamentares - Diário 012, p. 25 (2011-01-08)

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25 | - Número: 012 | 8 de Janeiro de 2011

Treaty on the Functioning of the European Union (consolidated version after the entry into effect of the Treaty of Lisbon, previous Article 3, paragraph 2, VEG) that explicitly specifies that the European Union strives at every occasion to abolish the inequalities between men and women and to promote equality of men and women, commit the EU and all the member states. In the meantime, various EU member states have also incorporated equality between men and women expressly into their national constitutions.

The underutilisation of female talent is damaging to the continuing economic and social development of the European Union and its member states, especially in the light of the Europa 2020 strategy for smart, sustainable and inclusive growth. The Commission has set five measurable EU targets for 2020: employment, research and innovation, climate and energy objectives, education and elimination of poverty. These targets can never be attained without greater participation of women in the labour market and in decision-making. The recent financial and economic crisis and the great appetite for risk of financial institutions have made the debate on greater representation of women in financial and economic decision-making more necessary than ever.

§ 3. that women are also still confronted with a number of obstacles to moving into managerial positions. The combination of family and work still forms an obstacle for many women. Various family-friendly measures can make transition toward a managerial position more attainable for women. Prejudices and stereotypes with regard to female managers persist. Women still do not get the respect and confidence that they deserve.

§ 4. a long road has already been travelled toward equality between men and women in which specific policy measures have been critical.

Guidelines in that area are the Declaration and Platform for Action connected with the Fourth World Conference on Women of the United Nations in Beijing in 1995, and the subsequent proceedings in which the countries committed themselves to undertake action to implement equality between men and women. Art. 192 of the Platform for Action states that Governments, national bodies, the private sector, political parties, trade unions, employers‟ organisations, research and academic institutions, subregional and regional bodies and non-governmental and international organisations should take measures to ensure women‟s equal access to and full participation in power structures and decisionmaking.

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25 | - Número: 012 | 8 de Janeiro de 2011Treaty on the Functioning of the European Union (consolidated version after the entry into effect of the Treaty of Lisbon, previous Article 3, paragraph 2, VEG) that explicitly specifies that the European Union strives at every occasion to abolish the inequalities between men and women and to promote equality of men and women, commit the EU and all the member states. In the meantime, various EU member states have also incorporated equality between men and women expressly into their national constitutions.The underutilisation of female talent is damaging to the continuing economic and social development of the European Union and its member states, especially in the light of the Europa 2020 strategy for smart, sustainable and inclusive growth. The Commission has set five measurable EU targets for 2020: employment, research and innovation, climate and energy objectives, education and elimination of poverty. These targets can never be attained without greater participation of women in the labour market and in decision-making. The recent financial and economic crisis and the great appetite for risk of financial institutions have made the debate on greater representation of women in financial and economic decision-making more necessary than ever.§ 3. that women are also still confronted with a number of obstacles to moving into managerial positions. The combination of family and work still forms an obstacle for many women. Various family-friendly measures can make transition toward a managerial position more attainable for women. Prejudices and stereotypes with regard to female managers persist. Women still do not get the respect and confidence that they deserve.§ 4. a long road has already been travelled toward equality between men and women in which specific policy measures have been critical.Guidelines in that area are the Declaration and Platform for Action connected with the Fourth World Conference on Women of the United Nations in Beijing in 1995, and the subsequent proceedings in which the countries committed themselves to undertake action to implement equality between men and women. Art. 192 of the Platform for Action states that Governments, national bodies, the private sector, political parties, trade unions, employers‟ organisations, research and academic institutions, subregional and regional bodies and non-governmental and international organisations should take measures to ensure women‟s equal access to and full participation in power structures and decisionmaking.25
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