At the end of February 2025, the European Pride Business Network (EPBN) and the European LGBTIQ Chamber of Commerce (EGLCC) conducted a high-impact institutional visit to Brussels, engaging with key EU policymakers, business leaders, and civil society representatives to advance LGBTIQ+ workplace inclusion and economic empowerment.

Being LGBTIQ+ is a reality for tens of millions of people across the EU, with studies estimating that up to 9% of the population identifies as LGBTIQ+ in every country. This is not a niche issue—it affects workplaces, economies, and societies at large. Ensuring equal opportunities for LGBTIQ+ employees isn’t just about fairness, human rights and social justice; it’s a business and economic imperative that impacts talent retention, innovation, and competitiveness across the European Union.

 

A unified call for inclusive workplaces

Throughout our meetings, it was evident that inclusive and diverse workplaces are not just a moral imperative but a strategic advantage. Our partners across EU institutions and business networks reaffirmed that DEI (Diversity, Equity & Inclusion) is a driver of talent attraction, productivity, competitiveness, and innovation across the continent.

At the same time, we underscored the urgent need for stronger legal protections to safeguard these principles. We called on the European Commission to reconsider its decision to withdraw the Equal Treatment Directive proposal or, alternatively, to introduce new legislation to close the critical gaps in European anti-discrimination law. Ensuring comprehensive and enforceable protections is essential to fostering truly inclusive workplaces and societies across Europe.

However, at a time when DEI policies face increasing opposition, our partners concurred on the urgent need for European businesses – especially those that have long championed inclusion—to step forward and actively defend these values. They emphasized that the private sector plays a crucial role in upholding workplace equality, ensuring inclusive supply chains, and closing employment and social inclusion gaps.

“We are at a critical moment for workplace inclusion in Europe,” said Matthias Weber, Chairman of EPBN.

“Businesses and institutions must not retreat in the face of opposition. The success of Europe’s economy depends on ensuring that every professional – regardless of identity – can thrive in an inclusive and fair workplace. Our discussions in Brussels made it clear: we need strong legal frameworks starting from the Next LGBTIQ+ EU Strategy, continued advocacy, and committed leadership to push inclusion forward.”

Shaping the future of European LGBTIQ+ policies

EPBN welcomed the opportunity to contribute to the upcoming EU LGBTIQ+ Strategy and Civil Society Platform. We stressed the need for strong legal frameworks, targeted anti-discrimination efforts, and continued investment in workplace equality.

Among the key policy areas discussed: 

• Advancing legal protections – Building on the Anti-Discrimination Directive, a cornerstone of EU equal rights legislation, to strengthen protections against discrimination based on religion or belief, disability, age, and explicitly extend these to gender identity and gender expression.
• Strengthening DEI in the workplace – Supporting the development and implementation of Diversity, Equity, and Inclusion (DEI) policies across workplaces, professions, and businesses to foster inclusive environments.
• Promoting Inclusive Supply Chains: Encouraging EU-wide initiatives that create opportunities to integrate LGBTIQ-owned businesses into supply chains, thereby driving innovation and supporting the growth of resilient, diverse supply networks.
• Ensuring freedom of movement & family rights – Protecting the rights of LGBTIQ+ individuals and families across the EU, ensuring recognition and equal treatment in all member states.
• Combating intersectional discrimination – Implementing data-driven policies to address discrimination that disproportionately affects individuals facing multiple layers of marginalization.
• Banning conversion practices – Enforcing a comprehensive ban on harmful and inhumane conversion practices while strengthening protections for survivors.
• Countering hate speech & misinformation – Taking decisive action to curb the spread of anti-LGBTIQ+ rhetoric, misinformation, and online hate speech.
• Monitoring & safeguarding well-being – Enhancing data collection and reporting on discrimination while ensuring the protection, health, and well-being of LGBTIQ+ individuals, particularly those undergoing gender transition.
  

Artificial intelligence & inclusion: A critical discussion

As AI increasingly shapes modern workplaces, its impact on employment, decision-making, and bias must be carefully managed. EPBN engaged in insightful discussions on the responsible use of AI in business, emphasizing that AI-driven processes must be unbiased, ethical, and inclusive. This remains a key area where we see strong potential for collaboration with EU institutions.

Collaboration with CEC European Managers

During our visit, EPBN met with CEC European Managers, an umbrella organization representing 1 million managers across Europe, to discuss our shared commitment to LGBTIQ+ workplace inclusion.

• DEI remains a top priority for European managers, and CEC is leading the way with initiatives like the “Beyond Bias” campaign. Based on insights from 1,000+ managers, it provides 20 actionable recommendations to combat bias in the workplace. Learn more.
• Exploring AI’s Impact on Business – We exchanged views on the responsible use of AI and its implications for diversity, hiring, and fair decision-making in the workplace.

Acknowledging Our Key Partners

A special thank you to our institutional and business partners for their support and commitment:

Mario Nava (Director-General, DG Employment, Social Affairs and Inclusion), Katrina Ivankovic-Knezevic (Director for Social Rights and Inclusion, DG Employment, Social Affairs and Inclusion), Ana Carla Pereira (Director ‘Equality and Non-Discrimination’, DG Justice & Consumers, European Commission), Anu Ritz (Policy Officer at European Commission), Nadege Defrere (Team Leader for Non-Discrimination at European Commission), Lucilla Sioli (Director of the EU AI Office, DG Connect, European Commission), Laura Jugel (Legal and Policy Officer at European Commission), Olga Molina (Director of CEC European Managers), Pere Vilanova (Marketing Communications Manager, CEC European Managers), Laetitia Close (Policy Assistant to EU Commissioner Michael McGrath), Cedric Bourlier (Policy Assistant – Cabinet EU Commissioner Michael McGrath), Francesco Zoia Bolzonello, Lukas Sieper, Krzysztof Smiszek, Marc Angel.

Looking ahead

Our time in Brussels reaffirmed that progress is possible when businesses, policymakers, and civil society come together. Now, more than ever, we must continue to push for strong, enforceable policies that make inclusion a reality in every workplace.

At EPBN, we remain committed to advocating for a more equal, diverse, and inclusive Europe – and we invite businesses, institutions, and leaders to join us in this mission.

EPBN members:

 

EGLCC – The European LGBTIQ Chamber of Commerce members: