Law, Tax, Compliance
Beyond gender: inclusion and equity at the heart of the debate
Published on 12 February 2026
Leaders from the financial, institutional and legal sectors gathered this week at Intesa Sanpaolo Bank Luxembourg to discuss diversity, equity and inclusion beyond the traditional focus on gender. Opening the roundtable, Jerry Grbic, CEO of the ABBL, set the scene by recalling that Luxembourg’s banking sector is navigating a new generation of challenges. Geopolitical uncertainty, technological disruption, climate transition and regulatory pressure are reshaping expectations and increasing complexity. In this environment, he emphasised that diversity, equity and inclusion should not be regarded merely as compliance requirements, but as strategic levers.
Summary
From compliance to competitive advantage
Jerry Grbic highlighted the importance of what he described as “constructive friction”. When teams share similar backgrounds and perspectives, decision-making may be swift, but it can also reinforce established patterns. Diverse perspectives, by contrast, encourage assumptions to be questioned and alternatives to be explored.
Research increasingly links diversity in leadership to improved performance, innovation capacity and stronger risk management. In this sense, diversity represents not only a social imperative but also a competitive advantage.
However, diversity alone is not sufficient. Inclusion must ensure that different voices are heard, while equity guarantees that individuals are recognised and valued fairly.
If diversity brings people to the table and inclusion allows them to speak, equity ensures they are valued equally once they are there.
Jerry Grbic
CEO, ABBL
Pay transparency and sectoral responsibility
The discussion also addressed the forthcoming European Pay Transparency Directive, which must be transposed into Luxembourg law by June 2026.
Within the ABBL’s Social Affairs Committee, a dedicated taskforce is analysing the implications of the Directive, facilitating exchanges of best practices among members and preparing the sector for its implementation.
Luxembourg performs well overall in terms of gender pay equality at aggregate level. Nevertheless, sector-specific analyses indicate that disparities remain in financial services, particularly when considering seniority, leadership representation and variable remuneration.
A broader transformation
The roundtable underscored that inclusion and equity are not isolated topics. They are part of the broader transformation of the financial sector, where credibility, trust and long-term resilience are closely linked to organisational culture and governance practices.
The ABBL remains committed to supporting its members in integrating diversity, equity and inclusion into their strategic and operational frameworks.
Elisabeth Franssen
Legal Adviser, ABBL
Published on 12 February 2026