Instruments (EN)

⚒ | ＄ | ⏲ | Employees or managers who represent their organization at internal and external events, such as panel discussions, recruiting events or trade fairs, should be selected as broadly as possible in terms of various diversity characteristics such as gender, generational affiliation and origin. Diverse representation sends an important signal to existing and potential new employees and contributes in a convincing way to inclusive employer branding.

⚒ | ＄ | ⏲ | Openings should be advertised internally and externally to attract the best individuals and ensure that the workforce is as diverse as possible. Disseminating inclusive job profiles across multiple recruiting channels targets different diversity groups and attracts the largest possible pool of applicants.

⚒ | ＄ | ⏲ | Openings must be advertised internally and externally to attract the best individuals and ensure that the workforce is as diverse as possible. The consistent use of inclusive language and communication through multiple recruiting channels attracts the most diverse pool of candidates possible.

⚒⚒⚒ | ＄＄ | ⏲⏲ | An internal awareness campaign will send a strong message about the importance of diversity in innovation. It can help make different diversity groups visible and promote an inclusive culture in innovation.

⚒⚒ | ＄ | ⏲ | An inclusive language manual will ensure fair representation of various diversity groups in both external and internal communications as part of corporate communications. The publishing of the guide leads to the company’s brand image being seen as relevant and credible in the eyes of customers and partners.

⚒ | ＄ | ⏲ | With an official diversity statement, the executive board and management of the organization take a clear position in favor of an inclusive culture. This declaration sends an invaluable message to workers, emphasizing the importance of diversity – not least in innovation – and encouraging them to support corresponding measures.

⚒ | ＄ | ⏲⏲ | Especially for women, there are already several professional networks in Switzerland with which one can connect. Depending on the network, membership is open to individuals and/or entire organizations as “corporate members”. In addition to an information and communication platform, they often organize regular events for social and professional exchange.

⚒ | ＄ | ⏲⏲ | A balanced representation of diversity in external media promotes a progressive image of the organization and attracts a broader, more diverse audience. An inclusive brand image will help to grow new user groups while increasing the satisfaction of existing customers. Moreover, a progressive public image also plays an essential role in employer branding.

⚒ | ＄ | ⏲⏲ | Fair representation of diversity in internal media contributes to the development of an inclusive organizational culture and helps to create an inclusive working environment. Employers thereby signal that workers with a diverse range of characteristics are welcome and respected. Furthermore, the organization represents itself as open-minded and future-oriented by making socio-cultural diversity in the workplace visible.

⚒⚒ | ＄ | ⏲⏲⏲ | The Swiss LGBTI Label is a seal of quality for companies, organizations, and educational institutions committed to including lesbian, gay, bisexual, trans*, and intersex people in Switzerland. Organizations that carry the Swiss LGBTI label send a clear signal internally and externally to include people whose sexual orientation, gender identity, or gender characteristics differ from most of the population.