L’Unione Europea continua a scrivere la storia dopo 50 anni di impegno per la parità di genere. In questo intervento sei commissari Ue denunciano i ritardi nelle politiche mirate a garantire l’uguaglianza nei vertici aziendali e propongono un atto legislativo fondato sul rispetto delle competenze
di VIVIANE REDING, ANTONIO TAJANI, JOAQUIN ALMUNIA, OLLI REHN, MICHEL BARNIER, LÁZSLÓ ANDOR*
BRUXELLES – Da lungo tempo l’Unione europea promuove la parità tra donne e uomini e può andare fiera del progresso raggiunto negli ultimi decenni. Grazie alle leggi europee, le donne non devono più subire discriminazioni sulla base del loro sesso e sono garantiti diritti minimi per quanto riguarda i congedi familiari. Le donne costituiscono il 60% dei neolaureati nell’Unione e, nonostante la crisi, l’occupazione femminile è cresciuta dal 55% del 1997 al 62%.
Nonostante questo, molte donne continuano a sbattere contro un “tetto di cristallo” che impedisce loro di progredire nelle carriere e accedere alle posizioni dirigenziali nelle società. Attualmente i vertici aziendali sono dominati dagli uomini: l’86,3% dei membri e il 96,8% dei presidenti dei consigli di amministrazione sono infatti di sesso maschile, mentre le donne rappresentano rispettivamente solo il 13,7% e il 3,2%. In Italia, le donne occupano il 6,1% dei posti nei consigli di amministrazione, ben al di sotto della media europea.
Malgrado l’acceso dibattito pubblico e alcune iniziative volontarie a livello nazionale ed europeo, la situazione non è cambiata molto. Nel marzo scorso la Commissione ha presentato una relazione che mette in evidenza gli scarsi progressi registrati nei mesi precedenti: da ottobre 2010 a gennaio 2012 l’aumento è stato solo dell’1,9%. Il dato conferma l’evoluzione registrata nel lungo periodo: nell’ultimo decennio l’aumento medio è stato solo dello 0,6% l’anno. A ciò si aggiunge il fatto che la Francia conta, da sola, per circa metà dell’aumento complessivo in Europa nell’ultimo anno, grazie all’introduzione nel 2011 di una regolamentazione a livello nazionale. In generale, il cambiamento è impercettibile. Progressi tangibili rappresentano l’eccezione e non la norma e sono evidenti solo nei Paesi che hanno adottato leggi in materia. Al ritmo attuale, ci vorrebbero altri 40 anni per avvicinarsi all’equilibrio nei consigli di amministrazione, ossia per raggiungere almeno la quota del 40% di entrambi i sessi.
È venuto il momento di affrontare la questione seriamente per completare quello che abbiamo iniziato e coronare 50 anni di impegno dell’UE a favore della parità di genere. Per questo motivo i Commissari europei responsabili per giustizia, industria, concorrenza, affari economici, mercato interno e occupazione propongono un atto legislativo per accelerare il progresso verso un migliore equilibrio di genere ai vertici aziendali europei.
La nostra motivazione è chiara: in tempi di difficoltà economiche, in cui la crisi finanziaria è aggravata dall’invecchiamento della popolazione e dalla carenza di competenze, è quanto mai importante trarre beneficio dell’impegno e dalle conoscenze di tutti i cittadini, uomini e donne.
Undici Stati membri (Belgio, Francia, Italia, Paesi Bassi, Spagna, Portogallo, Danimarca, Finlandia, Grecia, Austria e Slovenia) si sono attivati e hanno introdotto norme che favoriscono una maggiore parità di genere nelle imprese, ma affrontare una questione di tale importanza economica e sociale in modo frammentato potrebbe mettere a rischio il buon funzionamento del mercato unico. Le società devono poter fare riferimento a un quadro legislativo coerente e affidabile, soprattutto quando operano sul mercato interno. Ecco perché la nostra proposta mira a creare un quadro normativo valido in tutta l’Unione che contenga indicazioni chiare per le autorità nazionali e garantisca la certezza del diritto per gli imprenditori.
La nostra proposta non riguarda solo le imprese, ma risponde anche alle preoccupazioni dei cittadini, concordi nel ritenere necessario un cambiamento: secondo un sondaggio Eurobarometro, l’88% degli europei (l’87% in Italia) ritiene che, a parità di competenze, le donne debbano essere egualmente rappresentate nelle posizioni dirigenziali delle imprese.
La parola chiave è “competenze”. Abbiamo redatto la proposta con grande attenzione, perché se da un lato vogliamo promuovere la parità di genere nei consigli di amministrazione attraverso misure a favore del sesso sotto-rappresentato, dall’altro non dobbiamo discriminare i singoli. In base alle norme che proponiamo, infatti, la qualifica e il merito rimarranno i criteri chiave per la selezione dei candidati. Ovviamente la regolamentazione deve avere un limite temporale: le misure a favore del genere sotto-rappresentato possono essere applicate solo in presenza di una situazione che lo richiede, altrimenti si creano ulteriori disuguaglianze.
La nostra proposta centra il giusto equilibrio. La soglia del 40% riguarderà solo le società quotate in borsa, per via della la loro importanza economica e della loro visibilità, mentre saranno escluse le PMI con meno di 250 impiegati. La regolamentazione riguarda inoltre i posti non esecutivi per dare il giusto segnale ai livelli più alti delle società e sarà basata su un processo di selezione trasparente, fondato su criteri chiari e comparazione delle qualifiche e delle competenze dei candidati, per raggiungere il 40% del sesso sotto-rappresentato entro il 2020.
È venuto il momento di infrangere il tetto di cristallo che continua a frenare il talento femminile. La Commissione europea promuove la parità di genere dal 1957. Continuare su questa strada non è una rivoluzione ma un’evoluzione naturale, dopo 50 anni di impegno in questa direzione. Abbiamo cominciato 50 anni fa garantendo parità di retribuzione a parità di lavoro e continuiamo oggi garantendo che donne e uomini abbiano pari opportunità di partecipare ai processi decisionali nelle imprese.
Fonte: La Repubblica, 19 Novembre 2012
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