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W 2012 r. Komisja Europejska złożyła wniosek dotyczący dyrektywy mającej na celu poprawę równowagi płci w organach spółek. Ustanowiła ona cel, zgodnie z którym kobiety powinny zajmować 40% stanowisk dyrektorów niewykonawczych i 33% wszystkich stanowisk dyrektorskich w spółkach giełdowych. Po dziesięciu latach blokady w Radzie Parlament i Rada osiągnęły porozumienie. Oczekuje się, że Parlament będzie głosował nad tą kwestią podczas II listopadowej sesji plenarnej.

W badaniu, zleconym przez Departament Tematyczny ds. Praw Obywatelskich i Spraw Konstytucyjnych Parlamentu Europejskiego na wniosek komisji JURI, przedstawiono polityki dotyczące obecności kobiet w zarządach obowiązujące w państwach członkowskich UE. Szczegółowo przeanalizowano w nim polityki i praktyki stosowane w Hiszpanii, Francji, we Włoszech, w Niderlandach i Niemczech oraz ich wpływ na liczbę kobiet w zarządach. W podsumowaniu zalecono terminowe przyjęcie dyrektywy w sprawie poprawy równowagi ...

The Management Boards of the EU decentralised agencies have a key role in ensuring the agencies’ good governance. This study examines the established practices of the Management Boards. In particular, it assesses how effective and efficient the Boards’ working methods are and the main factors affecting their performance. The study investigates key governance issues including the size and composition of the Boards, the representation of different interests, the decision-making rules, the effectiveness ...

EGOV analysed publicly available information on the corporate governance structures to determine the gender balance on the boards of the banks in the euro area supervised by the ECB (“significant institutions”), comparing the situation in 2014 with that in 2020. The general observation is that, overall, the share of female executive directors has risen in significant banks from 15.3% to 27.4% (see figure 1) and the share of female supervisory directors has increased from 22.3% to 31.7% (see figure ...

This paper examines trends in the size and composition of the boards of significant institutions during the 2011-2018 period, comprising several years before and after the ECB started conducting fit and proper assessments in 2014. Throughout this period, there have been trends towards directors who are more qualified, hold fewer other board positions, and are more likely to be female and a foreign national. Unlike in the pre-SSM period, however, more recently the average age of directors has increased ...

The Note sets out areas where digitalisation could bring benefits in the company law area, looking at issues such as online formation of companies, electronic filing of documents, safeguards for information, information sharing by business registries, digital communication between a company and its shareholders including relating to general meetings, a company's email address and URL, electronic company records, and digital signature of contracts and execution of documents.

The International Bank for Reconstruction and Development, nowadays known as the World Bank, was conceived to help rebuild European countries devastated by the Second World War. Since then, through various reforms, its mission has evolved and its scope and staff increased significantly. Nowadays, the World Bank Group consists of five institutions (IBRD, IDA, IFC, MIGA and ICSID), each with a particular mode of organisation and a specific scope and mission. The institution and its role have evolved ...

In line with the Commission's increased emphasis on improving gender equality in leadership positions, and after unsuccessful calls for voluntary measures, in 2012 the Commission proposed a directive aimed at increasing female presence on company boards. Despite support from the European Parliament and efforts by several Council presidencies, this proposal has not yet been adopted. On 7 December, the Council is due again to discuss the topic.

Although the number of women on company boards is growing, they remain under-represented. Whether greater gender balance is needed and how that could be reached remains controversial. The Commission has proposed to set, at EU level, a minimum quota of women among non-executive board members.

The majority of the EU Member States does not have a legislation imposing a gender quota in corporate boards and top-management. The following notes present the main characteristics of the national situations regarding the gender balance in top management positions and corporate board diversity in three of these Member States: UK, Germany and Hungary. They analyse the corporate governance policy and the obstacles to a better gender diversity.