ABSTRACT
The Nordic EU states face increasing underrepresentation among the staff in the EU institutions. This situation may strengthen critical (populist) attitudes towards the EU if the EU recruitment system and the EU administrative as such are blamed for this situation. This chapter discusses differentiated employment patterns of Nordic employees in the EU in the context of managing conflicting objectives and values amongst the Member States and the EU institutions (mostly the European Commission). It reviews the strategies, policies, instruments and measures adopted and implemented by Nordic countries in order to secure national influence in EU recruitment policies and by promoting EU career opportunities for nationals. By analysing and identifying the current situation in Nordic countries, the aim is to highlight the existing value conflicts as regards the EU and the national recruitment perspectives. Whereas the EU Commission needs to apply merit-based approaches while – at the same time – balancing national interests and securing the democratic representation of the European citizenry in the EU institutions, the Member States pursue their objective to maximise personnel influence in the EU institutions. Overall, Nordic countries perform very differently in their attempts to secure national influence in EU personnel policies as regards different categories of staff, different hierarchical levels and in different institutions and agencies. Whereas Denmark performs relatively well, the situation is worrisome as regards Sweden.
