3 Amendments of Hannes HEIDE related to 2023/2152(DEC)
Amendment 3 #
Motion for a resolution
Paragraph 5
Paragraph 5
5. NotWelcomes that in 2022 the Institute supported the Union policymaking by monitoring gaps and trends in gender equality through the launch of the Gender Equality Index, and organized its first Gender Equality Forum where various panel discussions, workshops and experience sessions were featured by high- level political decision-makers and members of civil society; notes further that the Institute produced a policy brief regarding the impact of COVID-19 pandemic on young women and men providing recommendations to engage and empower the youth; notes in addition that the Institute published the ‘Artificial Intelligence, platform work and gender equality’ report showing that artificial intelligence and platform work have the potential to improve gender equality in the economy;
Amendment 6 #
Motion for a resolution
Paragraph 8 a (new)
Paragraph 8 a (new)
8 a. Notes that the Institute completed the annual performance appraisal exercise for all 62 staff and ensured that staff members were offered appropriate training opportunities aimed at improving their skills and competencies; welcomes that in order to promote and facilitate professional development in the Institute, 19 different group training programmes were organised in 2022 with 414 participants, while 20 statutory staff members undertook 42 individual training courses; notes that the Institute continued to promote language training for its TAs, CAs, SNEs and trainees, reimbursing up to EUR 500 per staff member; encourages the Institute to keep focusing on career development by developing a long-term HR policy on offering specific training possibilities for career development;
Amendment 7 #
Motion for a resolution
Paragraph 9
Paragraph 9
9. NotesWelcomes that the balanced gender distribution which was achieved in 2021 in senior and middle management (2 men (50 %) and 2 women (50 %)), and was maintained in 2022, and notes the recurrent unbalanced gender distribution on the management board (8 men (21,62 %) and 29 women (78,38 %)) and among staff overall (14 men (29,17 %) and 34 women (70,83 %)); reiterates its call on the Institute to ensure gender balance in the future; acknowledges, nevertheless, from the Institute’s written replies that, in order to improve gender balance among its staff, it has taken concrete pro-active steps and measures such as, among others, increasing the reach of vacancy notices to attract more diverse talent pool or the use of gender sensitive wording in vacancy announcements to attract the attention of both women and men; asks the Commission and the Member States to take into account the importance of ensuring gender balance when nominating their members to the Institute’s management board;