The European Union's permanent civil service is currently facing a significant geographical imbalance, with key member states failing to meet established staffing benchmarks. Germany and France are notably underrepresented, currently sitting at just 64% and 73% of their respective targets. The situation in Germany is further complicated by an impending retirement wave, which is projected to vacate 16% of all active German official posts.
To mitigate these disparities, the European Commission implemented a new internal HR framework in 2025. This policy prioritizes 15 member states identified as underrepresented during future recruitment cycles. Under the mandate, hiring managers are legally required to invite at least one candidate from these specific countries to final job interviews, a rule that applies to applicants who successfully navigate this year's EPSO generalist exam and secure a place on the EU jobs reserve list.
However, the 2026 registration period has revealed a stark statistical trend. Out of approximately 175,000 total applicants, nearly 80,000 were from Italy. Because the EPSO selection process relies on a blind, merit-based examination of raw scores, this surge from Italy and other Southern European nations suggests that these candidates are mathematically positioned to dominate the final hiring lists. Conversely, interest in the civil service call remains notably low among youth in Northern and Western Europe.
The Commission is now tasked with the difficult challenge of balancing merit-based recruitment with the need for balanced geographical representation. As the institution evaluates how to secure its future in an era defined by artificial intelligence, the question remains whether the next generation of Eurocrats will be disproportionately Italian and how the EU can ensure fairness across its diverse member states.
