CEC European Managers and EPBN Align on Ambitious EU Equality Agenda
At the headquarters of CEC European Managers in Brussels today, senior representatives of the European social partner for managers met with a delegation from the European Pride Business Network (EPBN) to explore closer cooperation on advancing workplace equality, competitiveness, and democratic resilience across Europe.
CEC President Maxime Legrand, Director Olga Molina, and Communication Officer Pere Vilanova welcomed Lucia Urciuoli, Advocacy Manager at EPBN, Filip Milde, Communications Manager, as well as Simeon Vasiliev (Glas Foundation, Bulgaria) and Vladimir Simonko (Lithuanian Gay League, Lithuania), both representing EPBN member organisations.
The exchange focused on the economic and strategic case for Diversity, Equity and Inclusion (DEI), as well as the forthcoming EU LGBTIQ+ Equality Strategy 2026–2030.
A $1 Trillion Opportunity for Europe
EPBN presented its advocacy roadmap under the banner “Europe’s Competitive Edge: The $1 Trillion Opportunity”, arguing that full inclusion of LGBTIQ+ professionals is also a matter of economic performance .
EPBN 25 organisations across 21 European countries, representing the interests of more than 40 million LGBTIQ+ professionals.
Diverse leadership increases success probability by 36%, and inclusive companies report higher innovation levels, the document notes.
President Legrand emphasised that for Europe’s managers, inclusion is closely linked to productivity and talent retention.
Managers are on the frontline of implementing workplace policies. If Europe wants to remain competitive, it must ensure that diversity is embedded in leadership culture.
Maxime Legrand
CEC European Managers President
From Strategy to Directive
A central point of debate was EPBN’s call for a European Directive on Diversity, Equity and Inclusion (DEI Directive), to be anchored in the new LGBTIQ+ Equality Strategy 2026–2030.
According to EPBN’s contribution to the Commission’s call for evidence, the proposed Directive would require companies with more than 250 employees and all public institutions to adopt formal DEI policies, publish annual DEI growth reports, and ensure whistleblower protection . It would also establish an EU-level monitoring mechanism to strengthen enforcement across Member States.
Director Olga Molina underlined the importance of ensuring that any new legislative initiative remains workable for managers.
Democracy, AI and Security
The discussion also touched on EPBN’s 2026 strategic outlook, which links workplace equality to democratic resilience and digital security . EPBN argues that inclusion strengthens the Union’s social fabric and protects workers.
EPBN warns of algorithmic discrimination in recruitment and performance evaluation systems and calls for regulatory safeguards and bias audits under the AI Act framework .
Participants agreed that managers will play a key role in ensuring that artificial intelligence tools are deployed responsibly and in line with EU fundamental rights.
Joint Advocacy Ahead
The meeting concluded with an agreement to continue the dialogue and explore potential joint initiatives, particularly in light of the upcoming negotiations on the new LGBTIQ+ Equality Strategy and the implementation of the Equality Bodies Directive.
EPBN also highlighted its ongoing WISE – Workplace Inclusion for a Sustainable Europe project, funded under the EU’s CERV programme, and invited CEC representatives to engage in future stakeholder events .
