Ten Tips for Writing Inclusive Job Postings in Switzerland

Posted on March 26, 2024March 29, 2024 by Angie Weinberger

Job postings are crucial in attracting diverse talent, but overt and subtle discriminatory language can inadvertently exclude certain groups. In Switzerland, where diversity is supposedly valued, discriminatory language must be recognized and eliminated from job advertisements. Creating inclusive job postings in Switzerland fosters diversity and attracts many talents. Organizations can contribute to a more equitable and welcoming job market by carefully crafting language and eliminating unintentional biases.

Why do we need to get better at writing inclusive job postings?

Diverse Talent Pool: Inclusive language attracts candidates from various backgrounds, promoting a diverse and dynamic workforce. We suffer from a lack of talent, and at the same time, we hold back diverse talent from applying to our jobs because we use exclusive language and portray an image that stops great talent from applying. A study by Harvard researchers, carried out on a job platform, revealed that adverts for roles in stereotypically ‘male’ areas, such as analytical or management roles, attracted a higher proportion of qualified male applicants than females. We need to actively encourage female and rainbow talent to apply.

https://www.weforum.org/publications/global-gender-gap-report-2023/

Legal Compliance: Discriminatory language can have legal consequences. In Switzerland, adhering to anti-discrimination laws is essential to maintaining a fair hiring process. Still, research by ETH confirms that there is widespread discrimination not only against hiring from abroad but also towards second-generation immigrants IN Switzerland.

“Ethnic discrimination in hiring decisions has been well-documented in many countries, with ethnic minority jobseekers writing about 50% more applications before being invited for a job interview than their majority competitors (Zschirnt and Ruedin 2016). However, it is not only first-generation immigrants that are affected by ethnic discrimination but also their offspring.”

Corporate Reputation: Job postings reflect the company’s values. Inclusivity enhances the organization’s reputation and fosters a positive employer brand. I mentioned the Coop fiasco recently and I think there are enough challenges for inclusion in the Swiss workplace so if you would like to attract more foreigners you need to understand inclusion better and also work towards better inclusion in your onboarding process.

Easy to Implement Ideas for Inclusion

Innovation and Creativity: Diverse teams bring varied perspectives, fostering innovation and creativity within the workplace.

Employee Morale: Inclusive language signals that the company values all employees, boosting morale and creating a positive work environment.

Ten Tips for Writing Inclusive Job Postings

Use Gender-Neutral Language: To ensure inclusivity, use gender-neutral titles and pronouns. Follow the UN Guidelines and our templates provided in “The Global Rockstar Album.”

Focus on Skills and Qualifications: Emphasize the skills and qualifications necessary for the job, avoiding unnecessary criteria that may exclude certain groups. Explain the exact necessity of language proficiency and add the roster from the European language certificate framework.
Apply Cultural Sensitivity: Be aware of cultural biases and use language welcoming to candidates from various cultural backgrounds. Learn about white supremacy and privilege to reduce bias and stereotypes in your recruiting process. The Global Rockstar Album has an extensive reading list on the topic, and I offer customized workshops on unconscious bias and inclusive leadership.
Use Disability-Inclusive Language: Frame job requirements around skills, allowing individuals with disabilities to showcase their abilities.
Avoid Age-Related Language: Avoid terms that may imply age preferences. Instead, focus on the required skills and experience.
Incorporate Diversity Statements: Include a diversity statement highlighting the company’s commitment to an inclusive workplace. Encourage women and rainbow talent to apply even if they do not meet the full criteria of the job posting.
Seek Input from Diverse Teams: When crafting job postings, consult with employees from diverse backgrounds to ensure inclusivity.
Review and Update Regularly: Job postings should be reviewed and updated regularly to align with evolving diversity and inclusion best practices.
Check Your Imagery and Look and Feel: What message does your recruiting website convey through its imagery and look and feel? Ask users of different generations and backgrounds to give feedback on the “vibe” they get from your recruiting website and all your social media channels.
Be approachable: Ask your recruiters and hiring managers to post roles and be approachable for questions. Ask them to accept candidate connection requests and have a qualitative database for direct feedback on your candidate experience. There is so much you could learn from listening to diverse candidates.

By adopting these practices, organizations in Switzerland can create job postings that comply with legal requirements and foster a welcoming and inclusive workplace culture. Please book a first consultation with Angie Weinberger for expert guidance on creating inclusive job postings and fostering a diverse workplace.

https://calendly.com/angieweinberger

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