Presentation given at the OECD Gender Budgeting Experts Meeting, Vienna, Austria. 18-19 June 2018 For more information see http://www.oecd.org/gov/budgeting/gender-budgeting-experts-meeting-2018.htm

1. Monica Parrella
Director General, Presidency of the Council of Ministers,
Department for Equal Opportunities, Italy
20 June 2018, Vienna
2nd OECD Roundtable on Better
Governance for Gender Equality

2. 1. Gender Equality Index (EIGE, 2017)
1.1 FOCUS on Italy: the Index value in the domains
2. FOCUS on Italy
2.1 Women in politics
2.2 Women on board
3. New conceptual approach to gender policies
3.1 Gender budgeting
3.2 Involvement of the territory for the promotion of STEM subjects amoung
girls
3.3 Actions to overcome obstacles in the world of work
2nd OECD Roundtable on Better
Governance for Gender Equality

3. Gender Equality Index (EIGE, 2017)
The score of the Gender Equality Index 2017 in the EU-28 is 66.2 points
In Italy is 62.1 points

4. FOCUS on Italy:
the Index value in the domains
Work
60,8% 62,4%
Money
76,2% 78,6%
Knowoledge
54,1% 61,4%
Power
16,1% 45,3%
Index 2005 VS 2015 Index 2005 VS 2015
WOMEN ON
BOARD
WOMEN IN
POLITICS
EIGE Gender Equality Index 2017

5. • In recent years there has been a significant increase in the presence of
women in political power, also thanks to specific regulatory measures
• The percentage of women in Italian Parliament today is the highest in the
history of Italian Republic:
2.1 Women in politics
2.FOCUS on ITALY
The percentage of women in Italian Parliament
2006 2013 2018
17% 30% 34%

6. 2.2 Women on board
Italy is one of the countries making
the most significant progress:
In the board of listed companies the
percentage of women increased from 6%
in 2010 to 33,5% in 2018
(CONSOB, January 2018)
The share of women in the boards of
state-owned companies increased from
17,5 of 2014 to 31,1% in 2018
(Department for Equal Opportunities,
May 2018)
Law No. 120/2011 - Decree No. 215/2012
Measures to promote gender balance on company boards
2.FOCUS on ITALY

7. The effects on companies’performance
7
The Italian gender quota law introduces a substantial renovation
of the boards:
 Quotas result in younger women board members
 Quotas result in higher educated members
 Members of more than one boards decrease after the quota
 Quotas are associated with fewer women who are members of family-owned
businesses
 A higher proportion of women on boards has on average decreased short-term
debts
 Quotas result in more women presidents, but not in more women CEOs yet
Women Mean Business and Economic Growth-
Promoting Gender Balance on Company Boards
was co-funded by the European Commission within
the Progress Programme
The project analyzed the impact of Law No.
120/2011 on publicly listed companies’
performance
2.FOCUS on ITALY

8. During the last years, innovative approaches based on the gender mainstreaming have
been introduced in Italy for the implementation of gender equality policies:
3.1 The Gender Budgeting
3.New conceptual approach to gender policies
In Italy the current general accounting and finance law has recently been amended to
introduce a gender budget on an experimental basis which assesses the impact of fiscal
policy by gender
In Italy up to 2016 there were sporadic experiences of gender budgeting at regional and
local level
The experimental gender budgeting has been recently introduced by the Law of Accounting
and Public Finance, among the rules for completing the reform of the state budget
This provision requires an analysis and assessment of the different impact of government
revenue and expenditure on men and women
This was first applied in the General State Accounts for 2016
The Minister of the Economy of Finance reports to the Parliament about the results of the
trial and what further steps to be taken with a view to make the gender budgeting an
integral part of the budget process
2016/2017

9. 3.2 Involvement of the territory for
the promotion of the stem subjects
among girls: Schools have benefited from
the collaboration with highly qualified public
and private subjects for the realization of
summer camps in the STEM subjects (funded
by the Department for Equal Opportunities -
DPO) thanks to the list made available by
the DPO
3.3 Actions to overcome obstacles in
the world of work: flexible working
arrangements (Smart-working) as means to
promote equal opportunities and better
work- life balance
Further applications of the new approach to gender
equality policies based on the gender mainstreaming
3.New conceptual approach to gender policies

10. Starting from 2016 the Department for Equal
Opportunities has set up a list of subjects
interested in collaborating in initiatives aimed
at promoting equal opportunities in STEM
subjects.
The list includes more than 270 highly
qualified public and private subjects in the
fields of STEM
3.2 Involvement of the territory for the promotion of the
STEM subjects
YEARS 2017-2018-2019
First and Second edition of the
initiative «Learning STEM over the
SUMMER» with a total budget of
5 million Euros
A new opportunity for Italian schools
to set up STEM Summer Camps
 527 schools funded
 More than 8.000 training days
 24.000 students involved
(minimum percentage of participating
female students: 60%)
 around 1000 collaborations
between schools and partner institutions
Faculty of Engineering, Computer
Science, Physics of the main Italian
Universities, Polytechnics, Public and
Private Bodies, Research Centers,
Museums, Cultural Foundations and
Businesses start -up.
3.New conceptual approach to gender policies

11. 3.3 Actions to overcome obstacles in the world of work
"Agile working for the future
of PA”
funded by the National Operational
Programme on Governance and
Institutional Capacity 2014-2020
The project “Agile working for the future
of PA”, funded by European Structural Funds
within the National Operational
Programme on Governance and Institutional
Capacity 2014-2020, is aimed to promote
flexible working arrangements (Smart-
working) in the public sector.
This new organization of work produces clear
benefits both in terms of equal opportunities
and in terms of work- life balance
THE CONTEXT: an over rigid organization of labour penalizes women with family duties to
a greater extent.
LEGAL BACKGROUND: Italy has adopted new laws to redesign the organization of work and
experiment flexible working arrangements in the public and private sector
3.New conceptual approach to gender policies

12. Comune di Monza
Provincia di Pavia
Rete Comune di Bergamo
Rete Regione Lombardia
Rete Comune di Bologna
Comune di Macerata
Consiglio Regione Puglia
Comune di Bari
Comune di
Reggio Calabria
Città Metropolitana di Reggio
Calabria
Comune di Catania
Comune di Cagliari
Comune di Napoli
Regione Campania
Comune di Firenze
Rete Città Metropolitana di Roma
Regione Lazio
Ministero del Lavoro
Consiglio di Stato
MEF
Ministero dell’Interno
MISE
PCM
Rete Comune di Genova
Rete ANCI Piemonte
25 Public Administrations involved in the project
15 Pilot administrations
10 Other administrations
3.3 Actions to overcome obstacles in the world of work

13. 3.3 Actions to overcome obstacles in the world of work
+ Women participation
in the labour market
+ More opportunity for women to access
in top management positions
+ Better Work-life balance
- Cultural barriers and prejudices
against women
- Women with children that leave
their jobs
Flexible-working arrangements benefits

14. Monica Parrella
Director General, Presidency of the Council of Ministers,
Department for Equal Opportunities, Italy
E-mail: segreteria.interventipariop@governo.it
http://www.pariopportunita.gov.it/
Thank you for your attention