“People must change their mindset to build a more inclusive world of work”

For the past three years, Ligia Gateau has been actively contributing to the success of albedis as a recruitment consultant. With international experience in a variety of fields, from guest relations to recruitment, in countries such as Bahrain, Ireland and Switzerland, Ligia brings a unique and informed vision to her job. Specialising in marketing profiles and passionate about diversity and inclusiveness, she shares her thoughts on the challenges and trends in recruitment. 

Your specialisation focuses on marketing profiles, but also on diversity and inclusion. What are the main challenges linked to these issues in Switzerland? 

Ligia Gateau: “In Switzerland, one of the biggest challenges is the lack of open-mindedness on the part of companies. Many recruiters want candidates who ‘look like’ the company, which creates a certain uniformity in the profiles recruited. We often hear remarks like “you don’t have any experience in Switzerland”, which can discourage international talent and limit diversity. What’s more, there’s still much to do when it comes to gender balance. For example, certain sexist comments persist, such as the idea that an assistant must be a woman and available at all hours without family constraints. 

What advice would you give to a candidate facing these obstacles? 

“My first piece of advice is to never give up. You have to push the doors open and prepare yourself as best as you can. Learn everything you can about the market, expand your network and use your connections. For women, I recommend finding a recruiter who can act as their advocate, someone who will defend their interests. That’s essential. 

What about the acceptance of mothers in the world of work? 

“Unfortunately, maternity remains a sensitive issue in many companies. Part-time jobs (60-80%) are often seen as a hindrance to performance, which is an outdated view. My wish is to change this mentality so that every woman can find her place without compromise. 

You often talk about inclusion as a driver for performance. What do you think of recent political decisions in the United States on this subject? 

“Donald Trump’s recent decision to abolish diversity, equity and inclusion (DEI) requirements for companies working with the federal government sends a worrying message. It shows that even in advanced economies, the principles of inclusion remain fragile. This is precisely why it is vital, here in Switzerland as elsewhere, to reinforce these values in the business world. An inclusive company is not only more humane, but also more innovative, more successful and more resilient. 

What changes are you seeing in recruitment in terms of diversity and inclusion? 

“More and more companies, especially international ones, are calling for a more inclusive and diverse approach. This shows the beginnings of change, but Switzerland still needs to make progress in this area. There’s also a trend towards looking for ‘multi-taskers’, particularly in marketing. People want experts who can do everything: graphics, videos, branding and management. However, it is crucial to remind companies that it is unrealistic to find “the five-legged sheep”. We need to give priority to candidates who, even if they don’t fit 100% of the boxes on paper, add real value. 

How do you see the position of women in management positions in Switzerland? 

“Women are still under-represented in management positions. It’s important to talk about positive examples and success stories to inspire and encourage change. This dialogue is essential to move things forward.” 

What are the challenges for experienced candidates, particularly those over 55? 

“Rightly seen as experts with years of experience, these profiles are nevertheless struggling to find their place. Companies should realise the enormous value they can bring, particularly in terms of mentoring and know-how. This is another necessary change in mentality. 

What trends are you currently seeing in diversity and inclusion recruitment? 

“Today, companies are beginning to understand that a diverse and inclusive team is a key enabler for performance. There is a growing number of initiatives, particularly in large international organisations, with training courses on unconscious bias or the introduction of quotas for women or minorities. In Switzerland, however, it’s still the small and medium-sized enterprises that remain cautious. They need to understand that diversity is not a threat, but an asset. A team with different profiles generates more ideas, more solutions and, above all, more openness. To evolve, they will have to draw inspiration from international best practice and integrate diversity as a strategic asset”. 

In conclusion, what is your dream for the future of recruitment in Switzerland? 

“My dream is to break down the barriers to diversity and inclusion in Switzerland. I want to see companies that are more open, ready to take on candidates who are atypical or who don’t conform to traditional expectations. It won’t happen overnight, but I’m convinced that we can change mindsets step by step.