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Im Jahr 2012 legte die Kommission eine Richtlinie vor, die zu einer ausgewogeneren Vertretung von Frauen und Männern in Leitungsorganen von Unternehmen führen sollte. Darin wurde das Ziel festgelegt, dass 40 % der nicht geschäftsführenden Direktoren/Aufsichtsratsmitglieder und 33 % aller Direktoren/Aufsichtsratsmitglieder börsennotierter Gesellschaften Frauen sein sollen. Nachdem diese Richtlinie zehn Jahre lang im Rat blockiert worden war, haben das Parlament und der Rat nun eine Einigung erzielt ...

KurzfassungIn dieser Studie, die von der Fachabteilung Bürgerrechte und konstitutionelle Angelegenheiten des Europäischen Parlaments auf Ersuchen des Rechtsausschusses in Auftrag gegeben wurde, wird ein Überblick über die politischen Strategien der EU-Mitgliedstaaten im Hinblick auf Frauen in Leitungsorganen gegeben. Für Spanien, Frankreich, Italien, die Niederlande und Deutschland werden die Strategien und Verfahren sowie deren Auswirkungen auf die Vertretung von Frauen in Leitungsorganen ausführlicher ...

Den Verwaltungsräten der dezentralen Agenturen der EU kommt eine Schlüsselrolle bei der Gewährleistung einer verantwortungsvollen Verwaltung der Agenturen zu. In dieser Studie werden die etablierten Praktiken der Verwaltungsräte untersucht. Insbesondere wird bewertet, wie wirksam und effizient die Arbeitsmethoden der Ausschüsse sind und welche Hauptfaktoren ihre Leistung beeinflussen. In der Studie werden zentrale Governance-Fragen untersucht, darunter die Größe und Zusammensetzung der Ausschüsse ...

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 ...

Gender balance on company boards

Auf einen Blick 30-11-2015

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.

Gender balance on company boards

Auf einen Blick 14-11-2013

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.