Equality of opportunity and freedom from discrimination

The Zurich Airport Group is committed to non-discriminatory treatment of all people, irrespective of attributes such as language, sex or gender identity, age, sexual orientation, ethnic origin or religion.

Relevance

The airports of Zurich Airport Ltd. bring different people together. Treating people respectfully is essential for providing high-quality services for everyone in a peaceful atmosphere. The company offers equal opportunities and does not tolerate any kind of discrimination. This fundamental attitude applies in particular to interactions with the company’s own employees and is enshrined in the Code of Conduct, which applies Group-wide. However, the same also applies to everyone with whom the company’s employees are in direct contact.

Approach

Employees

Zurich Airport Ltd. offers all employees the same rights and opportunities. Its corporate values are a reflection of how the company sees itself: It attaches great importance to constructive and respectful cooperation, a culture of trust and openness, and a willingness to adapt.

Women, men and non-binary individuals are treated equally. This applies in particular to maternity/paternity leave, pay, part-time working, flexible working time models, and training and professional development.

Guidelines apply for dealing with discrimination in the form of sexual harassment. These set out what action an affected individual can take and where support is available. More information concerning employees can be found in the Responsible employer section.

The principle of respectful and non-discriminatory behaviour is also stipulated in similar documents at the company’s airports in Brazil, Chile and India, where it likewise applies to all employees. In Brazil, the applicable Code of Ethics and Conduct additionally defines inclusion and diversity as important values. Several workshops were held in the reporting year with the aim of raising awareness of diversity and inclusion within the company. In Chile, this is the Code of Conduct and the guidelines for inclusion at work, which were introduced in the reporting year. For the latter, employees who have undergone additional training are deployed as ambassadors within the company. In Noida, India, the HR Policy Manual sets out requirements that include ethical behaviour and the prevention of sexual harassment in particular.

Customers

All European airports including Zurich Airport are obliged to provide assistance free of charge to people with reduced mobility or other disabilities (PRM). The relevant EU regulation, which also applies in Switzerland, covers people with any kind of reduced mobility, blind and visually or hearing-impaired people, as well as anyone with an intellectual impairment. This service at Zurich Airport is funded by means of a solidarity levy included in the passenger-related airport charges. Up to the end of the reporting year, the PRM services were provided by a third-party company on behalf of Zurich Airport Ltd. Zurich Airport Ltd. has offered these services itself since 1 January 2025.

In addition, ground handling firms also provide other support services. Unaccompanied minors or passengers requiring medical assistance are able to get to and from the gates safely.

All the public zones of Zurich Airport are barrier-free. This also applies to the new buildings in Latin America and India, which are obliged to take the needs of people with reduced mobility into account. With their “Airport for All” programme, the Brazilian majority-owned subsidiaries are aiming to make airports easily accessible to anyone with a disability. The programme includes communication, organisational and structural measures, such as the provision of a multisensory room for people on the autism spectrum or with other special needs at Florianópolis, Vitória and Natal airports.