Managers are Ready to Turn the EU’s Gender Equality Strategy into Reality
The European Commission’s new Gender Equality Strategy for 2026–2030 sets out the EU framework to advance equality across labour markets and societies.
Leadership is the bridge between policy ambition and workplace reality, and managers play a central role in the success of the new strategy.
Helena Wallin, Chair of CEC Working Group on Diversity, Equity and Inclusion (DEI), welcomed the Commission’s initiative, noting its strong alignment with priorities identified by managers across Europe:
I warmly welcome the European Commission’s newly launched Gender Equality Strategy. Promoting gender equality is one of CEC European Managers’ key priorities, and many of the actions outlined in the Strategy reflect issues we have identified as essential in our work.
Helena Wallin
Chair of CEC Working Group on DEI and CEC Treasurer
Building bridges between Policy ambition and workplace reality
CEC European Managers consistently emphasises that managers are key actors in implementation of policy ambition, as they are shaping organisational culture, they guide teams, and ensure that EU objectives translate into tangible change.
One of the strategy’s flagship measures, the Pay Transparency Directive, is seen as a major step forward in addressing structural inequalities in the labour market.
The Pay Transparency Directive represents a breakthrough in tackling pay discrimination and addressing the undervaluation of female-dominated professions. We appreciate the Commission’s plans to provide additional funding and to organise workshops for social partners to support effective implementation. It is also important to find ways to support the implementation so that the Directive does not become a burden for European enterprises.
Helena Wallin
Chair of CEC Working Group on DEI and CEC Treasurer
This dual perspective reflects CEC’s broader approach: ensuring that European legislation remains workable for organisations while delivering meaningful progress.
Leadership and structural barriers
Barriers to women’s advancement across sectors are deeply rooted in organisational practices and societal structures, requiring sustained leadership engagement.
Persistent barriers continue to limit women’s access to senior leadership roles — stemming from stereotypes, discrimination, care-related career breaks, and insufficient flexibility. The Directive on gender balance on corporate boards is an important tool to address these imbalances, and we look forward to the upcoming assessment of its impact. Several CEC European Managers’ member organisations have already worked successfully on this issue.
Helena Wallin
Chair of CEC Working Group on DEI and CEC Treasurer
Inclusive leadership is also about performance. Evidence consistently shows that diverse and inclusive teams contribute to innovation, resilience and competitiveness.
New challenges in a changing world of work
The 2026–2030 strategy also reflects a changing labour market, where digitalisation and artificial intelligence are reshaping management practices. This raises new risks that must be addressed proactively.
“Emerging risks linked to AI-driven gender bias — including bias in recruitment, performance evaluations, and algorithmic management — require continued attention. We also welcome the planned actions to better address sexual harassment in the workplace, including through the Quality Jobs Act and the future EU Strategic Framework on Health and Safety at Work.”
CEC European Managers has previously stressed that inclusive and unbiased leadership requires actively addressing systemic bias (see the Beyond Bias campaign here [+]) — not only through compliance, but through cultural change within organisations.
A leadership responsibility for Europe
Ultimately, the success of the EU’s Gender Equality Strategy will depend on how effectively it is implemented at company level. Managers are acting as “bridge-builders” between employees, employers, and broader societal goals and will be crucial to achieve this success.
Wallin underlined this responsibility:
Strong, inclusive leadership in every sector of society is essential for making gender equality a reality.
