**Towards Balanced Gender Representation on the Boards of Directors of Listed Companies**

In recent years, the issue of gender equality has gained increasing importance in public debate and corporate policies. The recent directive promoted by the European Union aims to tackle the issue of gender representation on the boards of directors of listed companies in a decisive manner. This is a historic and necessary movement to ensure a more inclusive and fair future in the economic and social spheres.

**Objectives of the Directive**

The new legislation has a clear objective: to achieve adequate and balanced gender representation on the boards of directors of large publicly listed companies. In particular, the directive establishes that at least 40% of non-executive directors must belong to the underrepresented sex. Furthermore, it requires that 33% of all directors, including executive ones, be from the underrepresented sex. These measures aim to bridge the gender gap that currently characterizes the European corporate landscape.

**Mandatory Measures for Member States**

Once the directive is implemented, member states are obliged to integrate the new rules into their national legislation. This implies the adoption of concrete and binding measures designed to ensure that the procedures for selecting directors are transparent and gender-neutral. Among the main measures provided are:

1. **Transparent Selection Criteria**: Companies will have to adopt clear and objective criteria for selecting directors, making public the recruitment methods used. This will help avoid gender discrimination and encourage a culture of meritocracy.

2. **Preference Rule**: In the case of equally qualified candidates, the law stipulates a preference for the candidate from the underrepresented sex. This measure, while potentially controversial, is an important strategy to address existing gender disparities and promote greater inclusion.

3. **Disclosure of Qualification Criteria**: Companies will be required to provide information on the qualification criteria used in the selection process upon request from an unsuccessful candidate. This transparency will help create an environment of trust and accountability.

4. **Individual Commitments**: Each listed company will be required to outline specific commitments regarding gender balance among executive directors. In this way, each company will have the responsibility to monitor its progress toward achieving the set goals.

5. **Periodic Reports**: There will be an obligation to report on the evolution of the composition of boards of directors, highlighting any obstacles to achieving gender equality goals and the actions taken to overcome them. This approach allows for a strong focus on gender priorities.

6. **Severe Penalties**: The directive also provides for the implementation of penalties for companies that do not comply with the required obligations. Member states may impose fines and, in extreme cases, revoke the appointment of directors who do not meet the transparent selection criteria.

**Success Lists and Monitoring**

In support of this initiative, member states are called to publish a list of companies that achieve gender balance objectives. This not only recognizes deserving companies but also serves as an incentive for other companies to pursue similar practices. Additionally, it will be the responsibility of designated authorities to promote, analyze, monitor, and support gender balance on boards of directors.

**Expected Impact of the Directive**

The introduction of these measures is intended to bring about deep and lasting change in European corporate culture. A diverse board of directors not only enriches the decision-making process, benefiting both strategic and operational perspectives, but also provides a broader view of the needs and expectations of consumers, supporting a more sustainable economic environment.