Equal opportunity statement

What we commit to

Berlitz Corporation and its affiliates give every applicant a fair shot. We assess you against what the job needs, and nothing else.

We do not make hiring decisions based on race, color, ethnic or national origin, nationality, religion or belief, age, sex, gender identity or expression, sexual orientation, marital or civil partnership status, pregnancy, maternity or paternity, family or caring responsibilities, disability, medical history, genetic information, veteran or military status, trade union membership, political opinion, socioeconomic background, or any other characteristic that local law protects.

This covers the whole employment relationship: how we advertise, screen, interview, and select, and later how we pay, promote, train, transfer, and end employment.

What that looks like in practice

• We write job descriptions around the requirements the work genuinely has, and we drop the ones that only narrow the field.
• We ask candidates for the same role the same questions, and we score against criteria we set before we start interviewing.
• More than one person reviews a hiring decision.
• We train interviewers on fair assessment and on the bias that creeps into unstructured conversation.
• A person decides every outcome. There is no automated decision-making, including profiling, and section 6 of our Candidate privacy notice explains what software we use and where it stops.
• We do not ask for salary history where the law prohibits it, and we base offers on the role and your skills.

We hire across more than 70 countries, and local law sometimes requires something different. Where it does, we follow the local rule and hold to the principle above.

Asking for an adjustment

Tell us what you need and we will arrange it. Common requests include extra time, a different interview format, breaks, questions in advance, captions or a sign language interpreter, screen reader compatible materials, large print, an accessible location, and a remote alternative to an onsite interview.

Email talent@berlitz.com, or tell your recruiter. You do not need to name a diagnosis or produce medical evidence to ask, and asking never counts against your application. We share only what the people arranging the adjustment need to know.

If this website itself blocks you, our Accessibility statement gives you another route to apply.

Pay

We pay for the role and the skills it needs. We work to reduce salary gaps, we review pay for patterns we cannot justify, and we correct what we find.

If you think we treated you unfairly

Tell us. Email talent@berlitz.com with the role, the dates, and what happened. Someone outside the hiring panel for that role looks into it, and we reply within 10 working days.

You keep every right the law gives you, and using this route does not replace them. You can go to a national equality body, a labor authority, or a court instead, or as well.

Agencies and recruiters

Agencies working with Berlitz have to meet this standard too. We ask them to present candidates on merit, and we do not accept a shortlist screened on any characteristic above.

United States

Berlitz Corporation, Berlitz Languages, Inc., and the other US affiliates are equal opportunity employers. We consider all qualified applicants without regard to any characteristic protected by federal, state, or local law. We provide reasonable accommodation to applicants with disabilities under the Americans with Disabilities Act, and to applicants with religious needs, at the address in the adjustments section.

Where a form invites you to self-identify your race, gender, veteran status, or disability, answering is voluntary, and the answers stay away from the people deciding on your application.

Keeping this current

Maria Wurzer owns this statement. We review it whenever employment law changes in a market we hire in, and on a set date regardless. The next review is due 31 January 2027.