What changed

From · Plenary report · 12 Mar 2026 A-10-2026-0056 on discharge in respect of the implementation of the general budget of the European Union for the financial year 2024, Section VII – Committee of the Regions

To · Adopted text · 29 Apr 2026 TA-10-2026-0132 Discharge 2024: EU general budget - Committee of the Regions

✦ In short · AI narration of the differences below, generated 4 Sept 2026

The only substantive change corrects the reported percentages of women and men employed by the Committee in 2024. #3 The other changes are formal: updated title and date, and standardised references and punctuation. #1 #2 #4 #5

1 change of substance, plus 6 formaland1 wording-only. Each change below carries a one-line ✦ note from the same model. Written from the two texts only — read the highlighted passages before relying on it.

The changes to the text itself, in document order. Cover page, citations (“having regard to …”), standard resolution paragraphs and punctuation-only edits are left out — they are in “Show every difference”.

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Change #3 Substance

Corrects the percentages of women and men employed by the Committee at the end of 2024.

30. Notes with regret that the Committee has not yet achieved gender parity in leadership positions, but acknowledges the significant progress made under the Committee’s five-year diversity and inclusion strategy and action plan for 2022-2026; welcomes the election in 2025 of a female President of the Committee, reaffirming the institution’s commitment to advancing gender equality at the highest political level and encourages the Committee to continue its efforts to increase female representations in leadership positions, while emphasising that merit and professional qualifications remain the primary criteria for appointment; notes that, at the end of 2024, the Committee employed ~~57,1~~57,2 % women and ~~42,78~~42,8 % men, almost the same proportions as in 2023; notes that the proportion of women in senior management positions decreased from 44,4 % in 2023 to 33,3 % in 2024 (it increased back to 44,4 % in 2025) and the proportion of women in middle management decreased from 32,50 % in 2023 to 29,7 % in 2024; notes from the Questionnaire the measures to encourage greater female participation in management roles, including through targeted training and coaching opportunities for female staff aspiring to managerial positions, and the promotion of more flexible working arrangements; reiterates that achieving long-term gender balance in management positions is a core institutional objective and expects the Committee to adopt a concrete, time-bound action plan with measurable targets, intermediate milestones and annual reporting; calls on the Committee to ensure that progress towards parity is both monitored and publicly communicated;