28 Amendments of Jutta STEINRUCK related to 2017/2210(INI)
Amendment 1 #
Draft opinion
Citation 1 a (new)
Citation 1 a (new)
1a. having regard to its resolution of 13 September 2016 on Creating Labour Market Conditions favourable for work- life balance,
Amendment 2 #
Draft opinion
Citation 1 a (new)
Citation 1 a (new)
1a. having regard to its resolution of 15 September 2016 on Application of the Employment Equality Directive,
Amendment 3 #
Draft opinion
Citation 1 b (new)
Citation 1 b (new)
1b. having regard to its resolution of 14 June 2017 on the need for an EU strategy to end and prevent the gender pension gap,
Amendment 4 #
Draft opinion
Citation 1 c (new)
Citation 1 c (new)
1c. having regard to its resolution of 4 July 2017 on working conditions and precarious employment,
Amendment 5 #
Draft opinion
Citation 1 d (new)
Citation 1 d (new)
1d. having regard to its resolution of 3 October 2017 on women’s economic empowerment in the private and public sectors in the EU,
Amendment 6 #
Draft opinion
Citation 1 e (new)
Citation 1 e (new)
Amendment 7 #
Draft opinion
Citation 1 f (new)
Citation 1 f (new)
1f. having regard to the proposal of the European Commission of 26 April 2017 for a Directive of the European Parliament and of the Council on work- life balance for parents and carers repealing the Council Directive 2010/18/EU,
Amendment 14 #
Draft opinion
Paragraph 1
Paragraph 1
1. Notes that while women make up a clear majority of journalism and media graduates in the EU, they are still significantly under-represented at the decision-making and leadership level; notes that this under-representation is a major contributing factor to the negative and stereotypical portrayal of women in the media in the EU;
Amendment 17 #
Draft opinion
Paragraph 1 a (new)
Paragraph 1 a (new)
1a. Recognises that an increase in the proportion of women in leadership roles in the media sector is an important step and calls on media sector organisations to introduce best practice measures to increase the proportion of women in leadership roles; encourages such organisations to actively consider measures such as those incorporated by the Nordic Public Services Broadcasters1c, including making workforce gender balance in staff composition, including by pay grade, transparent and comparable over time in yearly corporate reports; setting clear and realisable yearly targets; incorporating gender sensitive training and establishing mentor and role model programmes for staff; __________________ 1c http://www.nordicom.gu.se/sites/default/fil es/mediefakta- dokument/Gender_Media/Making_Chang e/1-12_makingchange_lr.pdf
Amendment 18 #
Draft opinion
Paragraph 1 a (new)
Paragraph 1 a (new)
Amendment 19 #
Draft opinion
Paragraph 1 a (new)
Paragraph 1 a (new)
1a. Notes in particular the disturbing scale of harassment suffered by female journalists; notes that according to a recent IFJ study1b, 50% of female journalists have experienced one form of harassment; that 44% of female journalists have suffered online abuse; that 37% have been sexually harassed and that in 38% of these cases, the perpetrator was a boss or supervisor; __________________ 1bhttp://www.ifj.org/nc/news-single- view/backpid/1/article/ifj-survey-one-in- two-women-journalists-suffer-gender- based-violence-at-work/
Amendment 23 #
Draft opinion
Paragraph 1 b (new)
Paragraph 1 b (new)
1b. Notes a recent Eurofound study highlighting the growth of precarious forms of work such as fixed-term, temporary, atypical, freelance and discontinuous in the media sector further notes that, as is true across the labour market, women are overrepresented in these precarious forms of work1d; notes that the increasing pressures on the media sector to maintain economic viability due to digitalisation is likely to aggravate this trend; further notes that women on these more precarious contracts may be more vulnerable to workplace harassment due to the relative ease with which they can be dismissed from the organisation; __________________ 1d http://www.europarl.europa.eu/RegData/e tudes/STUD/2016/587285/IPOL_STU%28 2016%29587285_EN.pdf
Amendment 24 #
Draft opinion
Paragraph 1 b (new)
Paragraph 1 b (new)
1b. Calls on the Commission and Member States to develop, fund and encourage training on workplace policy related to anti-harassment, equality and diversity in order to combat harassment at the workplace;
Amendment 29 #
Draft opinion
Paragraph 1 c (new)
Paragraph 1 c (new)
1c. Notes that only a few Member States have systematically ensured that existing legal texts are in line with the principle of equal treatment, and that even fewer implement them systematically; calls on the Commission and Member States to ensure full implementation of Equal Treatment and Employment Equality Directives in order to address this situation;
Amendment 31 #
Draft opinion
Paragraph 1 c (new)
Paragraph 1 c (new)
1c. Insists that flexible working arrangements should be employee- oriented and voluntary, accompanied by adequate social protection, and believes that workers` rights and the right to secure employment must come before any increase in flexibility in the labour market, so as to ensure that flexibility does not increase precarious, undesirable and insecure forms of work and employment does not undermine employment standards;
Amendment 32 #
Draft opinion
Paragraph 1 d (new)
Paragraph 1 d (new)
1d. Calls on the Commission and the Member States to tackle precarious employment, including undeclared work and bogus self-employment, in order to ensure that all types of work contracts offer decent working conditions with proper social security coverage, in line with the ILO Decent Work Agenda, Article 9 TFEU, the EU Charter of Fundamental Rights and the European Social Charter; calls on the Commission and the Member States to combat all practices, which might lead to an increase of precarious employment;
Amendment 33 #
Draft opinion
Paragraph 1 e (new)
Paragraph 1 e (new)
1e. Calls on media organisations to, where not previously present, establish internal bodies to assist victims of harassment throughout the process of speaking out; further calls on these organisations to ensure the existence of clear and specific internal policies and structures, including a process for whistleblowing, that specifically aim to tackle a workplace culture which allows the fostering of gender-based discrimination and harassment;
Amendment 34 #
Draft opinion
Paragraph 1 e (new)
Paragraph 1 e (new)
1e. Calls on the Member States to increase job quality in non-standard jobs by providing, at the least, set of minimum standards as regards social protection, minimum wage levels and access to training and development; stresses that this should be done while maintaining entry opportunities;
Amendment 40 #
Draft opinion
Paragraph 2
Paragraph 2
2. Considers that women working in the media will benefit from the general advancement of conditions for women in the workplace, including ending the gender pay gap and pension gap, reducing precarious work, ensuring affordable and accessible and quality childcare and boosting collective bargaining rights;
Amendment 44 #
Draft opinion
Paragraph 2 a (new)
Paragraph 2 a (new)
2a. Calls on the Member States and the Commission to take steps to adopt social protection measures to ensure that women`s pay and welfare entitlements, including pensions, are in line with the principle of equal pay for male and female workers for equal work or for work of equal value, in accordance with Article 157 TFEU;
Amendment 53 #
Draft opinion
Paragraph 3 a (new)
Paragraph 3 a (new)
3a. Notes in particular that the pattern of informal or casual recruitment in this sector can have the effect of disproportionately disadvantaging women due to their existing underrepresentation in sector; calls on media organisations to establish open and transparent recruitment procedures as part of their gender equality strategy;
Amendment 69 #
Draft opinion
Paragraph 4 a (new)
Paragraph 4 a (new)
4a. Calls for media organisations to put in place all possible positive discrimination measures to ensure women’s equal representation in all levels of the media sector, particularly in leadership roles; notes the positive role of unions, women’s councils and women’s equality officers in workplaces; considers these organisations should continue to work alongside employers in delivering appropriate measures to deliver gender balance within media organisations;
Amendment 73 #
Draft opinion
Paragraph 4 b (new)
Paragraph 4 b (new)
4b. Notes a recent Eurofound study1d stating that high level of poor work-life balance was reported by media workers in printing and publishing sectors, with highest levels in small and medium-sized workplaces in the media and communications sector; __________________ 1d https://www.eurofound.europa.eu/publicat ions/information-sheet/2014/working- conditions/media-and-communications- working-conditions-and-job-quality
Amendment 75 #
Draft opinion
Paragraph 4 c (new)
Paragraph 4 c (new)
4c. Stresses in this context the importance of ensuring that women and men are equal earners and equal carers by eliminating gender inequalities in paid and unpaid work, and to promote equal sharing of responsibilities, costs and care; therefore welcomes the Commission`s proposal on work-life balance, as response to repeated calls of the European Parliament, and insists that the outcome of inter-institutional negotiations result in an ambitious legislation;
Amendment 76 #
Draft opinion
Paragraph 4 d (new)
Paragraph 4 d (new)
4d. Calls for Member States to develop programmes in order to improve women’s skills in STEM subjects that are important for careers in the media sector with a more technical focus, such as sound and audiovisual technicians; stresses the importance of vocational education and training in diversifying career choices and introducing women and men to non- traditional career opportunities to overcome horizontal and vertical exclusion;
Amendment 83 #
Draft opinion
Paragraph 6 a (new)
Paragraph 6 a (new)
6a. Acknowledges that women cannot be treated as one homogenous group but that women of different ethnicity, religion, gender alignment, sexual orientation and women with disability face specific gender-based obstacles and sources of stress at the workplace, including harassment, exclusion, discrimination or gender stereotypes;
Amendment 85 #
Draft opinion
Paragraph 6 b (new)
Paragraph 6 b (new)
6b. Calls on Member States and the Commission to combat all forms of multiple discrimination and to ensure proper application of the principle of non- discrimination and equal treatment in access to employment;
Amendment 87 #
Draft opinion
Paragraph 6 c (new)
Paragraph 6 c (new)
6c. Regrets the under-reporting of all forms of discrimination at the workplace and highlights that the lack of objective data makes it more difficult to prove the existence of discrimination; calls on the Commission and Member States to collect equality data within the scope of the Employment Equality Directive in an accurate and systemic way and with the involvement of social partners, national equality bodies and national courts; further recommends that national, regional and local authorities, law enforcement bodies, including labour inspectors, national equality bodies and civil society organisations, increase their monitoring of the intersectionality between gender and other grounds in cases of discrimination and practices;