1704074469
When the much-anticipated summits of Prime Ministers and Prime Ministers on the 27th are over, it is the European Commission or the European Council where everyday European politics will be “cooked”.
Over the past year, the number of Czechs who have a strong say in key EU institutions has increased. For example, since September this year, the former Czech diplomat Irena Moozová has been working in the really high position of Deputy Director General in the Commission, and the Czech diplomat Jan Vyčítal will take over the important diplomatic post of commander of the EU civilian mission in Libya from January. Others were “caught” too. The Czech EU Council Presidency in 2022 also helped.
“Thanks to the presidency, the EU institutions have understood that we have educated and capable people who like the EU, want to work in it and are able to function in a multinational team,” EU Ambassador Edita Hrdá said in one Interview for Seznam Zpravy.
Recently, several Czechs have made it through applications for leadership positions in EU institutions, a discipline that Czechs in Brussels have long been no longer good at. Is it a look back to better times?
I hope so. But it happens in waves. A lot depends on whether we have the right person in the right place, whether they can present themselves well and whether we can help them succeed. This is a complex thing that has to fall into place.
How do the EU institutions choose their people? Paper criteria is one thing. What is the practice? There is talk of balance – gender-specific, geographical.
First and foremost are the prescribed requirements for the respective position. In practice, however, the question of whether it is a man or a woman, an Italian or a Czech, and their specific specialization also play a role to a certain extent. In short, how the candidate fits into the given team. And it’s a bit about the personal impression or the language with which we can communicate. For example, if the candidate can express criticism so that it is understandable and acceptable in the Brussels environment.
We can’t brag
Why is it actually important for the state to have Czechs in these institutions and to support them? Why is the state investing in it?
We need to know how institutions work, where they go and what they take into account. So that we can use our opportunities – to act in institutions and to act within them ourselves. If you don’t have people there with whom you are in contact and exchange ideas, you cannot know the mood that exists inside. Then it’s harder to guess what you can contribute, what you can’t contribute, or what you should do to prevent something. It’s good to have such a community that sees things through our eyes.
How do you help candidates?
Training how to behave, what to say and what not to say. We can’t brag. We cannot say: “I am good because of this and because I am good at this and that.” That creates difficulties for us, we are not brought up that way. But others do. Then in my experience there is a big difference between north and south, you can see that clearly.
Yes. Also between candidates from East and West. In self-confidence, the ability to present oneself. And a big difference between men and women. If you ask a woman, she will pragmatically tell you a, b, c. Men appear more confident.
How has it changed the presidency?
It’s an opportunity. It is true that we have now had several successes in a row, to which the performance during the Presidency also contributed. Thanks to the presidency, the EU institutions have understood that we have educated and capable people who like the EU, want to work in it and are able to work in a team. You can drive, but you can also listen and mediate. We have observed that some colleagues in the institutions have looked around during this six months and have now received offers to apply for various tenders. We have proven that we are capable of contributing to a compromise. That helped a lot.
A woman from the Czech Republic? Ideal
Is there a way to quantify it?
This doesn’t work at all. But we see those numbers increasing. It’s always a long process. In the vast majority of EU institutions, a person is not selected for the first time. It happens that he goes through two selection processes and is only selected the third time. Because (these people) have seen him before, they know what he’s into, how he performs, and at some point it clicks. It is a work with human resources, similar to that of companies.
How is lobbying done behind the scenes in Brussels?
If we try to force Czechs into the institutions, we must look for allies at the highest levels and elsewhere. It’s not enough for the Czechs to go around and say: “We have a good candidate.” A Pole also has to come and say that the Czechs have a good candidate, just like a German or a Frenchman. We have to build coalitions.
It seems that Czech women are doing very well in EU institutions. Is it just an optical illusion from Prague?
In recent years, more emphasis has been placed on a balanced gender ratio in institutions. Most of the leadership positions were filled by men from Western Europe, and the institutions know that this cannot continue. In recent years, women have sometimes had better opportunities than men. It is similar in the case of Eastern Europe. We are a sub-agency. Eastern Europeans might have had slightly better chances than those from Western Europe. However, this is not entirely the case with the south wing. Taking these two factors into account, the result is a Czech woman. But it is not absolute. Of course, men have a chance if they apply for the right jobs, for example Mr Vyčítal is now the head of the EU border protection mission in Libya.
Brussels closed
What is the interest of Czechs in working in the EU?
Recently we were able to motivate them to report it. Our problem for a long time was that we didn’t have people willing to work in Brussels. They had no reason to. The comfort of the Czech state administration and the Czech Republic as such was more important to them than going to a foreign city and working in institutions that we actually “don’t like” at home. But that is changing.
Isn’t it a language problem? The Czechs are not distinguished by this knowledge, and the older generation also had to catch up on English in adulthood, when it is difficult to learn new languages.
Knowledge of French or simply two world languages, at least at a conversational level, is essential here and in fact often posed a problem for Czech applicants.
This needs to change from generation to generation, as young people who have gone through Erasmus grow up, become proficient in languages and see their lives in an international context. Or not?
That plays a big role, yes. Young people are better prepared, speak multiple languages, have education and experience that the older generation could not have. On the other hand, the older generation has a wealth of experience and brings their perspective to the matter. We in Eastern and Central Europe see many things differently, and it is clear that it is gradually being perceived as added value in Brussels. That wasn’t the case before, the community was more closed here.
#Brussels #closed #Czech #perspective #bonus #diplomat