Equality summit: ETUC and EPSU call for equality and social inclusion to be back on the EU agenda
The 4th EU Equality Summit on 15-16 November, Brussels, organised by the Belgian EU Presidency, with the support of the European Commission, focused on equality and diversity at the workplace following the introduction of an EU legal ban on discrimination 10 years ago. Building upon the gender equality legislation, the 2000 EU directive bans discrimination in employment on the grounds of ethnic origin, disability, sexual orientation, age and religion. The European Trade Union Confederation (ETUC) and the European Public Service Union (EPSU) took part in this EU Summit and expressed the need to push forward the Equality agenda particularly in this context of crisis.
Bernardette Ségol, UNI-Europa Secretary General representing the ETUC at the Summit, strongly backed by Gloria Mills, Unison equalities Secretary (UK), representing EPSU, puts a clear message to national and EU authority officials “In the context of the current economic and financial crisis, austerity measures are undermining years of progress with advancing the equality agenda, in Europe we are experiencing the worst ever cuts in public spending and it is mainly women and vulnerable groups that will be hit the most. It is crucial that equality is brought back centre stage to the crisis exit strategies”.
Deputy Prime Minister of Belgium, Joëlle Milquet, in her conclusions, also pledged for the EU commitment to drive the equality agenda to be stronger at times of a social and economic crisis. She said that more concrete actions are needed to ensure that EU core values of equality and social inclusion do not fall as a marginal issue. In that sense she made 10 recommendations that will be on the agenda of the next Employment, Social Policy, Health and Consumer Affairs Council (EPSCO) on 6 and 7 December.
Echoing ETUC and EPSU demand for mandatory equality plans at the workplace, Minister Milquet recommended a comprehensive approach to equality and anti-discrimination. The public sector should lead by example and develop action plans to assess and correct discriminations. She proposed qualitative, legally binding, transparent recruitment targets, not excluding the possibility for quotas as necessary tools when everything else has failed to ensure the public sector workforce represents the society it serves.
Welcoming the contribution of the trade unions and employers, Mrs Milquet encouraged EU social partners to negotiate a framework of actions on equality and diversity. Such a framework will aim to promote and achieve an inclusive workplace, based on equal treatment and competence development. At national level, such frameworks exist in a number of countries and are being currently negotiated in Belgium. It should be supported by sectoral initiatives.
Gloria Mills welcomed the recommendations and declared “Equality plans, or indeed equality duties as in place in the UK and Finland, are a good model for public employers to lead by example, promote good practice, bring about cultural change and become a truly representative workplace of the broader society. A more diverse workforce helps provide a better, more innovative public service. In addition, we need much stronger EU regulations on equality clause in public contracts”.
For more information:
EPSU: Pablo Sanchez, psanchez@epsu.org, 00 32 (0) 474.62 66 33
Was this article interesting and relevant for you? Do you have any comments?
You can post a reply to this article here.