What does the abbreviation “a” mean?

The abbreviation (a) in a job description signifies that all individuals are addressed, regardless of their biological sex or gender identity. Ideally, this should be clarified by adding that (a)ll are addressed.

What does the abbreviation “d” mean?

The abbreviation “d” in a job description stands for diverse. A diverse person refers, among other things, to an intersex person who explicitly does not identify as either male or female – essentially falling between the genders and not clearly classifiable medically, hormonally or anatomically. In Germany alone, the number of intersex individuals is estimated at around 100,000. The term “diverse” also includes all individuals who do not (wish to) identify within the binary gender system of “male” and “female” and therefore reject the label “third gender” (e.g. genderfluid). Since the end of 2017, a third gender has been legally recognised in Germany. This follows a ruling by the Federal Constitutional Court. As a result, all intersex and non-binary individuals now have the option to be registered as “diverse” in the civil status and birth registers. In contrast, Switzerland has no entries for non-binary genders to date.

Since 1 January 2022, a standardised and simplified nationwide procedure has applied in Switzerland for (binary) changes to official gender entries. Individuals can simply make a declaration at the civil registry office (without confirmation from professionals), and the entry is immediately changed.

To avoid discrimination in recruitment, the job description can explicitly be extended by the term “diverse” – giving greater visibility to the spectrum of non-binarity and intersexuality. Moreover, by adding “d” or “i”, the two-gender model is challenged.

Meaning m/w/d: Background of the abbreviations

Discrimination on the basis of gender is not permitted. In Switzerland, this is governed by the principle of equality and the prohibition of discrimination (Art. 8, para. 1 and 2 of the Federal Constitution). In Germany, the General Equal Treatment Act (AGG), colloquially known as the Anti-Discrimination Act, applies. As a result, jobs are now advertised with the abbreviation m/w. The issue with this is: What about people who fall between genders? Previously, the AGG did not apply to them – this has now changed.

Is gender-neutral wording mandatory?

Since 1 January 2019, job advertisements in Germany must be written in a gender-neutral way. But more and more employers and HR professionals in Switzerland are also adopting these formulations. However, in Germany, it's not just the m/w/d addition that matters: The job description itself must be written clearly and unambiguously, so that people of all genders feel addressed – and so that it’s clear the position can be filled in a fully gender-neutral manner. To ensure no one feels discriminated against, most companies play it safe and use m/w/d in their job ads.

For example, Refline’s e-recruiting software allows all three titles to be displayed as standard. Communication can also be designed using neutral variables to accommodate everyone and exclude no one.

Why this change?

The change sends a signal against gender discrimination in the workplace. This creates a special duty of care for companies: they are made more aware of the need for a neutral, inclusive approach to potential applicants.

The “diverse” extension is by no means intended simply as a “legal safeguard”. Rather, it offers the opportunity to appeal to even more people and enables respectful communication with all individuals.

Best practice applications

If you want to implement this in your company, we have the following tips:

Ensure your job ads (and internal communications, for example) not only include the m/w/d abbreviation, but also use inclusive wording.

• Job titles can be gender-neutralised using an asterisk or colon. Often, a general term exists – for example, instead of “Kaufmann” or “Kauffrau”, “Kaufleute” (business people) is a fitting neutral alternative.
• Use more open forms of address: Instead of “Dear Mr/Ms...”, for example, use “Hello + First Name” or “Dear Team”. Refline’s software, for example, allows communication to be managed using neutral variables.

To protect against potential lawsuits, legal experts recommend the following measures for HR departments:

1. Selection criteria for applicants should be as objective as possible.
2. Document the application process thoroughly – always keep written records.
3. Ensure at least two company representatives are present at interviews.
4. Write rejection letters as neutrally as possible to avoid liability.
5. Retain all documents for at least three months after a rejection.

Place particular emphasis on inclusive and gender-neutral job ads – this helps avoid many related issues and risks, and ensures legal protection.

Further gender-neutral abbreviations and their meanings

There is now a wide variety of gender-neutral abbreviations. This can easily become overwhelming or confusing. Below is an overview of the most common abbreviations. The letters are defined as follows:

• a = all
• m/w/d = male/female/diverse
• m/w/i = male/female/intersex
• m/w/i/t = male/female/intersex/transsexual
• m/w/a = male/female/other
• m/w/x = male/female/undefined gender
• m/w/gn = male/female/gender-neutral
• m/w/* = male/female/asterisk or “see footnote”

There’s no shortage of abbreviations. Choose the option that suits you best. Important: If you use m/w/i, trans individuals may feel excluded. The m/w/d rule includes these individuals, as well as clearly male and female applicants. Read more in our article about the perfect job advertisement. Be sure to include all potentially affected individuals in your address – this ensures you're on the safe side with every application.