All big publicly listed companies in the EU will have to take measures to boost women’s presence at their helm. The so-called “Women on Boards” Directive, which MEPs debate on, will introduce transparent recruitment procedures in companies, to ensure that at least 40% of non-executive director posts or 33% of all director posts are occupied by the under-represented sex by July 2026. Extracts from the debate and statements by Evelyn REGNER (S&D, AT) & Lara WOLTERS (S&D, NL), co-Rapporteur.

statement

Strasbourg

debate

plenary session

Women's rights / Equal opportunities (T2)

gender balance (T)

REGNER, Evelyn (S&D, AT)

CARVALHO, Maria da Graça (EPP, PT)

FRITZON, Heléne (S&D, SE)

RAFAELA, Samira (Renew, NL)

HERZBERGER-FOFANA, Pierrette (Greens/EFA, DE)

WOLTERS, Lara (S&D, NL)

women's rights (T)

Gender balance among non-executive directors of companies listed on stock exchanges: extracts from the debate, statements by Evelyn REGNER (S&D, AT) & Lara WOLTERS (S&D, NL), co-Rapporteurs

Title: Gender balance among non-executive directors of companies listed on stock exchanges: extracts from the debate, statements by Evelyn REGNER (S&amp;D, AT) &amp; Lara WOLTERS (S&amp;D, NL), co-Rapporteurs (I-233602)

SOUNDBITE (English), Helena DALLI, European Commissioner for Equality, When you say that girls cannot be what they cannot see. And it's exactly that. And after ten years of negotiations, the directive on gender balance on corporate boards is finally becoming European law.

SOUNDBITE (English), Helena DALLI, European Commissioner for Equality, The directive addresses the lack of transparency in the selection process and the lack of objective qualification criteria which constitute the main obstacle to achieve gender balanced representation. In this way, the Directive ensures that the selection of board members is gender neutral and merit based.

SOUNDBITE (Portuguese), Maria Da Gra&#231;a CARVALHO (EPP, PT), After a decade of the Parliament insisting we are making this directive a reality, the Women on Boards Directive were sending a message for the future, a message to men and women alike. The aim is to protect the under-represented gender of sex. But this is particularly a message to young women. To young women, we say, believe in yourselves, believe in your talent, believe in your determination.

SOUNDBITE (Swedish), Hel&#233;ne FRITZON (S&amp;D, SE), In one decade, we have been fighting together for something that should have been a matter of course that these boards represent all the knowledge and competency of the society. And on a board you're talking about in an even distribution of power and influence, but also better decision making. And that is beneficial both for enterprises growth and society.

SOUNDBITE (Dutch), Samira RAFAELA (Renew, NL), The companies who do this will be visible will have less and those who aren't doing this will also be seen. So this is really a historic moment and we should celebrate.

SOUNDBITE (French), Pierrette HERZBERGER-FOFANA (Greens/EFA, DE), If there is a selection procedure, there should be ethnic diversity in the short list of candidates as well. This diversity would include that. It would include qualified women regardless of their cultural origin. That sexual orientation, the age or their religious belief. In the long term, what we want to say is that there be parity for all posts.

SOUNDBITE (English), Evelyn REGNER (S&amp;D, AT), Rapporteur, We're living in a crazy world. When you look at the companies, it's still in these days with about 8% of those being CEOs are women, only 8%. And it's a bit more than 30% when it's being represented on boards and in the non-executive positions.

SOUNDBITE (English), Evelyn REGNER (S&amp;D, AT), Rapporteur, Up to 2026, 40% of those being board members and in non-executive have to be women. And, or that's the other option, 33%, both either CEOs, in the executive board members, or non-executive members. So somehow it's a clear goal, clear figures up to 2026.

SOUNDBITE (English), Evelyn REGNER (S&amp;D, AT), Rapporteur, We need sanctions, because if you don't have sanctions somehow things won't happen. That's somehow a clear conclusion. And the exact sanctions have to be defined by the member states. They could be for example fines, they could be annulment. So somehow the whole board doesn't exist because it's legally not fulfilling the conditions, or the exclusion from certain public procurement procedures. So it's a clear message to the companies to respect the rules.

SOUNDBITE (English), Lara WOLTERS (S&amp;D, NL), Rapporteur, We know from research that having more women in the top makes for more diverse companies, and those more diverse companies are more innovative, they're more creative, and at the end of the day, they are more profitable. It's important that we have boardrooms that are diverse, because it trickles down to the rest of the company, and it can inspire other women in companies to go for the same. Some member states are not making use of this and they have no legislation on this whatsoever. For them, this directive will be a hugely important step forward.

SOUNDBITE (English), Lara WOLTERS (S&amp;D, NL), Rapporteur, This has taken ten years of negotiation, ten years in which the European Parliament kept on asking the Member States to come back to negotiating table. I think it's taken 21 Council presidencies, it's taken five rapporteurs in the European Parliament and three different European commissioners. And today, finally, we can say all of that hard work and all of that waiting paid off. And today we finally start to shatter the glass ceiling.