The EBA pays the highest attention to ensuring equal chances for men and women in its organisation and through its policy and convergence work for the banking and financial sector. Fair and equal opportunities for staff as well as the prevention of any discrimination are at the core of EBA’s working culture.
The EBA is fully committed to the EU Commission’s Gender Equality Strategy to make significant progress towards a gender-equal Europe by 2025 and the UN’s ambitious global target of achieving gender equality and empowering women by 2030.
The EBA is also fully committed to taking a proactive and inclusive approach to diversity and inclusion, in line with the Charter on Diversity and Inclusion developed by the EU Agencies Network as well as in accordance with Article 1d of the Staff Regulations.
Although until now, the focus of the EBA’s work in this area has been mainly on gender and nationality balance, going forward, the EBA will take a more holistic and multidimensional approach to diversity and inclusion.
The second ESAs’ gender equality conference Are we on the right track? aimed at fostering exchanges, views, and experiences about what is happening on this critical topic across the different sectors and to keep the momentum going.
The conference attracted a very large participation from the 48 EU agencies and beyond (350+). The audience received excellent guidance from and heard the personal experiences of very high-level speakers, including Commissioner McGuinness, the three ESAs’ chairs, the Director General of the European Commission’s DG on Human Resources and Security, Gertrud Ingestad.
Watch the recording of the conference: |
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The workshop aimed to take stock of the ESAs’ current status on gender balance in the workplace against the broader gender equality strategy of the European Parliament. The ESAs discussed their future priorities for closing the gender gap where one exists, and fostering greater diversity in the workplace, mainly through binding targets and clear monitoring tools.
The conference featured distinguished speakers, including Evelyn Regner, Member of the European Parliament and Chair of the Committee on Women's Rights and Gender Equality (FEMM).
“Ensuring a better gender balance is possible, even in the short run, especially by creating more opportunities. […] We should also be careful to maintain the effort in the long term, by nurturing a culture of equal chances and helping people to prepare for responsibilities.’’ François-Louis Michaud
Since 2015, the EBA has been collecting data on credit institutions and investment firms’ diversity policies, the composition of the management body in terms of gender, age, geographical, educational and professional background and the gender pay gap at the level of the management body.
To reinforce the principles in European Legislation that require to take into diversity when recruiting members of the management body, equal opportunities and that the principle of equal pay for equal work is complied with and effectively supervised, the EBA has specified those legislative requirements and the related supervisory expectations in Guidelines.
