CEC EUROPEAN MANAGERS, AN ORGANISATION WITH GREAT POTENTIAL.

CEC European Managers represents around one million managers in the European social dialogue. Managers play a vital role in Europe, both in the companies they work for and as facilitators of dialogue in society: it is about taking the right decisions to prepare a more sustainable and inclusive future. Discover more about CEC in this section.

Who we are

CEC European Managers represents around one million managers in Europe through its national and sectoral federations. Managers play a vital role in Europe, both in the companies they work for and as facilitators of dialogue in society: it is about taking the right decisions to prepare a more sustainable and inclusive future.

At European level, we are one of the six EU cross-industry social partner organisations recognised by the European Commission. As the independent and autonomous voice of managers, we are making sure that the interests of managers as bridge builders between employers and workers are heard – since 1951.

With our action, we bring managerial and leadership issues to the center of the public debate. We are concinved that our knowledge, experience and competence can contribute to find comprehensive solutions to today’s challenges.

Our affliates, active both in the public and private sectors all share one feature: they enjoy a higher degree of authority and autonomy than other employees, as well as more responsibility in defning and achieving the goals of the company they work for. But the people we represent are also active and conscious members of the societies they live in, who know that the common welfare is an absolute pre-condition for a sustainable economic growth.

In its managers’ resolution, CEC European Managers has drafted its own definition of the managers that it represents. We invite you to read more here.

Our mission

As European Social Partner

  • we strive for European integration;
  • we contribute to find a balance between the economic performance of enterprises and income and social protection for the workforce. We raise awareness about the fact that managers and workers need different degrees of security and fexibility;
  • we express and defend the needs and opinions of European managers on current topics such as sustainable development, environmental protection, active ageing, energy self-suffciency, lifelong learning, active ageing, equal opportunities or diversity.

As leadership and policy researchers

  • we provide relevant knowledge to managers and policy makers at the cutting edge of leadership and policy research. We take a holistic approach integrating public and private management principles as well as different research traditions;
  • we contribute to strenghten the quality of European management practices by providing best practices and raising awareness;
  • we contribute to the debate on the future of public policies from a managerial point of view

Our history

Managers were among the first categories to understand the need to have a representative organisation at international level. In 1951 the French, German and Italian confederations of managers and executives founded the CIC (International Confederation of Managers). Driven by the desire to participate more actively in the European Social Dialogue and the unification process, this international confederation evolved into a European-based confederation, the CEC – Confédération Européenne des Cadres, which was founded in 1989.

1951

The French, German and Italian federations of managers and executives formed the CIC (International Confederation of Managers).

1989

In the context of the strong development of European institutions, CIC becomes CEC – Confédération européenne des Cadres, to mark its ambition to play its role of social partner.

1999

Formal agreement between CEC European Managers and Eurocadres to represent managers at European level via the Liaison Committee. CEC European Managers joins the employee delegation and commits more actively in EU social dialogue.

2009

Official recognition of CEC as one of the six European social partners in the cross-industry and sectorial social dialogue.

2013

In its study on the representativeness of European Social Partners, Eurofound confirms the role and position of CEC European Managers within the EU social dialogue.

Our structure

Ludger Ramme

Ludger Ramme

PRESIDENT (ULA – GERMANY)

Before being elected as President in 2015 and 2018, Ludger Ramme was Deputy Secretary General of CEC European Managers for three years and Secretary General between 2006 and 2012. He had already been engaged in the European activities of CEC in previous years, especially as Deputy Secretary-General, between 1996 and 2006.

Ludger Ramme studied law in Konstanz, Münster and Barcelona. He gained his first professional experiences as legal consultant for the Federal Ministry of Science and Education in Bonn, before becoming corporate lawyer for the Flamingo Fish trade company in Bremerhaven.

Ebba Öhlund

Ebba Öhlund

DEPUTY SECRETARY GENERAL (Ledarna Norway)

Ebba Öhlund has a bachelor of science in Sociology from the Stockholm University. In her capacity as Ledarna´s Deputy General Secretary, she is responsible for the work done within the democratic organization, for example developing strategies and Ledarna´s policy platform. Ebba Öhlund works close to Ledarna´s board and Ledarna´s 18 federations with 93 000 members.

Ebba Öhlund has been part of the CEC bodies since 2013 and representative of Ledarna in CEC task force. She has also been representing Ledarna in several work groups of CEC and took part in the European project Women in Management in 2013 and 2014.

Maxime Legrand

Maxime Legrand

SECRETARY GENERAL (CFE_CGC – FRANCE)

After obtaining in 2000 a Postgraduate degree following his master, specializing in the European
Economic and Social Area, Maxime Legrand taught for one year in parallel with his research activities in Economics. He worked as account manager for corporate clients for the
multinational group BNP Paribas. After acting as regional union representative, Treasurer of a Central Works’ Council and union representative within the EWC, he is currently Deputy National Delegate and European representative for FECEC, the European Federation of Managers in the banking sector member of CEC.

Luigi Caprioglio

Luigi Caprioglio

TREASURER (CIDA – ITALY)

Graduated in Business Administration, Luigi Caprioglio studied in the Faculty of Economics & Commerce. He performed different positions in national and international companies in Human Resources, Finance and Administration, Management and Leadership, Purchasing, Quality and Safety. Since 1986 he held different manager positions: he worked until 2001 as Human Resources, Organisational Systems, and Purchasing Manager and as Vice-General Manager in a multinational company. After that, he was appointed General Manager for a manufacturing company, where he is currently working as Managing Director. Elected as Secretary General at the CEC Berlin Congress in 2012, he has been reconfirmed in the same position in 2015 and been elected Treasurer in 2018.

The management of CEC European Managers is ensured by a team of four Officers, elected every three years by the Steering Committee at the Congress. The current team, has been elected at the last Congress in Lisbon on May 25th 2005. A new Deputy Secretary General was elected by the Steering Committee meeting on October 13th 2016 in Rome.

Values

Freedom and equality of opportunities
To guarantee freedom, we need to empower people through positive measures creating spaces of security
in which individuals can develop. Equal treatment and the implementation of truly non-discriminatory policies in all aspects of social life are the founding basis of such spaces.

Solidarity and inclusion
People and their needs must be at the centre of our action. Only a climate of mutual respect for diversity and personal development potentials can create the space for solidarity and inclusion. We need to work on inclusiveness through more participatory processes, a strong stance against intolerance and a trustful working environment.

Merit
We believe in a social and company environment in which each individual’s competences are the basis for his/her professional success. The people we represent are characterised by their knowledge and skills, which are put at the service of the company they work for and the society they operate in. We need to increase social mobility and defy structures favouring success with no merit.

Progress
The idea of linear and purely quantitative economic progress has proved contrary to the needs and capacities of humans. We need to redefine progress through aligning the idea to values and domain specific visions for it to be measurable. For progress to be sustainable, the process has to be subject to democratic deliberation.

Responsibility and ethics
Managers have a key role in society and need to account to their responsibility through a positive social impact. Behavioural ethics is one of the fundamental values of managers, who must perceive the need to lead by example as a concrete form of civic-mindedness.

Sustainability
We need to mainstream sustainable thinking and behaviour into all domains of life and professional activity. It is our duty to hand over to future generations a healthy environment, an inclusive society and an economy beneficial to all members of society.

Transparency
Decision-making processes need to be visible and transparent, both in the public arena and at business level, to guarantee the democratic control of institutions and the society. Measures to increase transparency have to respect privacy and be subject to democratic control.

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