Milan–Cortina 2026: The Employment Law Behind the Winter Olympic and Paralympic Games

Italy will host the Winter Olympic and Paralympic Games in Milan and Cortina d’Ampezzo starting February 6, 2026, bringing global attention back to the country for one of the most prominent international sporting events.

The Winter Games showcase Italy’s ability to plan and deliver complex, large-scale initiatives, as well as its commitment to innovation, sustainability, and international cooperation. From venue development and transport infrastructure to tourism, hospitality, security, media, and event operations, hosting the Olympics requires close coordination among public authorities, private organizations, and local communities.

Beyond sport, the Games also offer an opportunity to reflect on broader social and institutional priorities in Italy and elsewhere in the European Union, including inclusion, representation, and equality, themes that increasingly influence public debate, corporate governance, and workplace policy.

The Evolution of Gender Equality in Sport

One of the defining aspects of Milano–Cortina 2026 is its focus on gender balance and inclusion, reflecting a long-term shift within the Olympic Movement that gained further importance during the Paris 2024 Games. The upcoming Winter Olympics are expected to mark the highest level of female participation in the history of the Winter Games, the result of decades of gradual progress toward greater equity in sport.

When women first competed in the Winter Olympics in 1924, their participation was limited and confined to a single discipline. Over time, opportunities for female athletes expanded as new events were introduced and recognition of women’s performance steadily increased. Milano–Cortina 2026 represents the most advanced point in this trajectory, both in terms of participation and visibility.

The commitment to gender equality extends beyond athletes. Women are increasingly present in leadership roles, operational teams, and volunteer programs connected to the Games. At the same time, changes to competition formats — including efforts to align race distances between men’s and women’s events, and the introduction of additional women’s competitions — reflect a broader intention to address structural imbalances in how Olympic sport is organized and presented.

Representation is another key element. Initiatives promoted by the Milano Cortina 2026 Foundation seek to encourage accurate and non-stereotypical portrayals of athletes, acknowledging that language, media framing, and public narratives influence perception, opportunity, and professional recognition.

Taken together, these developments position Milano–Cortina 2026 as a meaningful milestone in the ongoing effort to promote gender equality, demonstrating how sustained institutional commitment and policy intervention can translate into concrete progress over time.

From Gender Equality in Sport to Gender Pay Equity in the Workplace

The emphasis on gender balance at Milano–Cortina 2026 extends beyond the sporting context. The same principles highlighted through the Games, such as fairness, equal opportunity, representation, and accountability, are increasingly shaping employment law, corporate governance, and workplace practices across Europe.

Experience in sports shows that reducing gender gaps requires deliberate policy choices, measurable goals, and long-term institutional engagement. The expansion of women’s participation in the Winter Olympics did not occur by chance; it resulted from coordinated reforms, cultural shifts, and sustained investment in inclusion. EU initiatives suggest a comparable dynamic applies in the workplace, where meaningful progress on gender equality depends on structured legal frameworks and proactive employer action rather than symbolic commitments alone.

In this respect, Milano–Cortina 2026 provides a useful parallel. Just as representation in sport is supported by fair competition structures, workplace equality in the EU can be improved through equal access to career development, leadership opportunities, and financial recognition. Representation alone is not sufficient; equality must be reflected in decision-making power, professional advancement, and pay outcomes.

This connection is particularly relevant at a time when European labor regulation is moving toward measurable and enforceable gender equality standards, shifting the discussion from aspiration to accountability.

The EU Pay Transparency Directive: A Legal Framework for Closing the Gender Pay Gap

The growing focus on gender equality in sports coincides with an important regulatory development in employment law: the EU Pay Transparency Directive (EU) 2023/970 (“Directive”), which must be implemented in Italy and other member states by June 7, 2026.

The Directive introduces a reinforced legal framework aimed at reducing the gender pay gap by strengthening transparency, improving access to pay information, and enhancing enforcement mechanisms. Its purpose is to ensure that pay differences between women and men can be identified, assessed, objectively justified, and, where unjustified, corrected.

Under the Directive, employers will be subject to a range of obligations, including increased transparency regarding remuneration levels, reporting on gender-based pay disparities, and the adoption of corrective measures where significant gaps cannot be objectively explained. In certain situations, organizations may also be required to coordinate with employee representatives to conduct joint pay assessments and implement remedial actions.

This marks a shift from voluntary diversity initiatives toward binding legal requirements, making gender pay equity a central compliance issue rather than a purely reputational or ESG concern. Employers will need to reinforce internal processes by:

• formalizing compensation policies;
• conducting internal pay equity reviews;
• applying gender-neutral job classification systems;
• ensuring objective and transparent criteria for pay and career progression; and
• integrating transparency obligations into HR governance and corporate accountability.

Beyond legal compliance, the Directive supports a broader cultural shift by promoting transparency, reducing information asymmetry, and strengthening employees’ ability to assert their rights. In this respect, legal reform and organizational culture work in parallel, much like in sport, where policy changes and evolving narratives have jointly supported progress on gender equality.

For employers, the anticipated Italian implementation of the Directive represents both a compliance challenge and a strategic opportunity. Organizations that begin preparing through stress-testing pay practices, policy review, and governance alignment, can reduce legal exposure while strengthening employee trust, engagement, and organizational credibility.

Conclusion

Italy’s hosting of the Winter Olympic and Paralympic Games in February 2026 highlights not only sporting excellence, but also a broader commitment in the EU to gender equality, inclusion, and institutional responsibility. Milano–Cortina 2026 illustrates how long-term effort, policy intervention, and cultural change can gradually reshape systems that have historically produced inequality.

EU employers face a parallel challenge in the workplace. Progress in representation, whether in sport, leadership, or organizational life, may now be paired with concrete advances in pay equity, fair evaluation, and transparent governance.

The Olympic Games offer a similar takeaway: equality becomes meaningful when it is measurable, enforceable, and embedded in institutional practice. Milano–Cortina 2026 therefore stands not only as a celebration of sports, but also as a reminder that closing gender gaps requires long-term commitment, reliable data, clear legal frameworks, and responsible leadership, both on the field of play and in the world of work.