92. Investment firms ’ policies should be gender-neutral. This includes, but is not limited to …

Investment firms ’ policies should be gender-neutral. This includes, but is not limited to, remuneration, recruitment policies, career development and succession plans, access to training and the ability to apply for internal vacancies. Institutions should ensure equal opportunities²⁶ for all staff irrespective of their gender, including with regard to career perspectives, and aim to improve representation of the underrepresented gender in positions within the management body as well as in the group of staff that have managerial responsibilities as defined in the Commission’s Delegated Regulation (regulatory technical standards (RTS) on identified staff). Investment firms should monitor the trend in the gender pay gap. Where investment firms have 50 or more staff²⁷ , the monitoring should be separately for identified staff (excluding members of the management body), members of the management body in its management function, members of the management body in the supervisory function and other staff. Institutions should have policies that facilitate the reintegration of staff after maternity, paternity or parental leave.²⁸

²⁶ See also Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation

²⁷ See also EBA Guidelines on sound remuneration policies under Directive (EU) 2019/2034

²⁸ See also EBA Guidelines on sound remuneration policies under Directive (EU) 2019/2034

1. Overview

1.1 References

1.2 Identified Requirements

1.3 Related Standards

2. Identified Requirements

3. Related Standards

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