Three small letters – yet they regularly cause uncertainty in HR departments across Germany. Since the introduction of "diverse" as a third gender option in Germany's civil registry in 2019, the abbreviation m/w/d has become standard in German job postings. But is it actually required by law? What alternatives exist? And most importantly: Is adding these letters enough to ensure a fair recruitment process?

The legal situation is more complex than many realize. Germany's General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz, or AGG) doesn't prescribe specific wording – but it does require discrimination-free job advertisements. Violations can be costly: Compensation claims of up to three months' salary are possible if lawsuits succeed. Additionally, there's the risk of so-called "AGG hoppers" – fake applicants who deliberately target flawed job postings to claim compensation.

In this guide, you'll learn everything you need to know about m/w/d: from the legal foundation and practical formulation tips to the question of why these letters alone don't guarantee fair hiring.

What Does M/W/D Mean in Job Postings?

The abbreviation m/w/d appears in almost every German job advertisement today. But what's actually behind it – and why was it introduced?

The Letters Explained: Male, Female, Diverse

M/w/d is shorthand for three gender options:

as either male or female – whether due to biological characteristics (intersex individuals) or their gender identity (non-binary people).

In Germany, the number of intersex people is estimated at 100,000 to 160,000. Additionally, through the Self-Determination Act (Selbstbestimmungsgesetz, SBGG) that came into force in November 2024, trans and non-binary individuals can now change their registered gender without medical assessments.

Historical Background: Federal Constitutional Court 2017 and Legal Changes 2019

For a long time, the suffix "m/w" (male/female) was sufficient in German job postings. This changed fundamentally with a ruling by the Federal Constitutional Court (Bundesverfassungsgericht) on October 10, 2017 (Case No. 1 BvR 2019/16).

The court ruled that German civil status law violates the constitution because it doesn't provide a third gender option alongside "male" and "female." Legislators had until the end of 2018 to make amendments.

On January 1, 2019, the change took effect: Since then, people can register as "divers" (diverse) in addition to "male" or "female" in Germany's birth registry – or leave the entry blank entirely. For job postings, this meant: Writing only "m/w" excludes a group of people who are now officially recognized.

Self-Determination Act (SBGG) 2024: What Has Changed?

The Self-Determination Act (SBGG), which came into force on November 1, 2024, significantly simplifies changing one's registered gender. Trans, intersex, and non-binary individuals can now apply for a change at the registry office – without having to provide medical assessments first.

For job postings, this doesn't fundamentally change anything legally: M/w/d remains the standard. However, the topic is gaining social significance. Companies that already design their job ads and application processes in a gender-sensitive manner position themselves as modern, inclusive employers.

Is M/W/D Mandatory in Job Postings?

This question concerns many HR professionals – and the answer is more nuanced than it first appears.

What the General Equal Treatment Act (AGG) Says

The General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz, AGG) is the central framework for anti-discrimination protection in Germany. Section 1 defines the protected characteristics:

• Race and ethnic origin
• Gender
• Religion or belief
• Disability
• Age
• Sexual identity

Section 11 AGG specifies for job postings: A position may not be advertised in violation of the prohibition of discrimination. This means: The job advertisement must be formulated so that people of all genders can feel addressed.

Important: The AGG doesn't prescribe specific wording. There's no explicit legal requirement to use the letters "m/w/d." What the law demands is non-discriminatory design – and m/w/d is the simplest way to demonstrate this.

Legal Consequences for Violations

Violations of the AGG can be expensive for employers. Section 15 AGG regulates the consequences:

Particularly critical: The burden of proof lies with the employer. If a rejected person credibly claims that the job posting was discriminatory, the company must prove that the rejection had other reasons. This is nearly impossible without thorough documentation.

The Risk of AGG Hoppers

A phenomenon known since the AGG's introduction in 2006: so-called AGG hoppers. These are fake applicants who deliberately apply to flawed job postings – not to get the job, but to claim compensation when rejected.

Although the major wave of lawsuits hasn't materialized, the risk remains. Employment lawyers therefore recommend:

• Consistent documentation of the entire application process
• Objective, traceable selection criteria
• Retention of all documents for at least three months after rejection
• Gender-neutral formulation of rejection letters

Using m/w/d is a simple but effective protection.

Variants of M/W/D: What Alternatives Exist?

Anyone reading job ads encounters not only m/w/d but a variety of abbreviations. Which are permissible – and which are recommended?

Overview: m/w/d, m/w/i, m/w/x, m/w/a, m/w/gn

All of the following variants fundamentally fulfill the goal of including the third gender:

Additionally, some companies use gender symbols:

• Gender star: Mitarbeiter*in (employee)
• Colon: Mitarbeiter:in
• Underscore (gender gap): Mitarbeiter_in

Which Variant Is Recommended?

The clear recommendation is: Use m/w/d. Several reasons support this:

1. High recognition: Applicants understand the abbreviation without explanation
2. Legal certainty: "Divers" corresponds to the official term in the civil registry
3. Easy implementation: Three letters after the job title suffice
4. Acceptance: Studies show that m/w/d has the highest appeal to target groups

A survey by Darmstadt University of Applied Sciences among young adults found: The spelling "Wirtschaftspsychologe (m/w/d)" (Business Psychologist m/w/d) achieves the most positive effect – both compared to the generic masculine and experimental forms like "WirtschaftspsychologY."

Gender Star, Colon, or Slash?

Those who want to go beyond m/w/d can additionally gender the body text of the job advertisement. Note the following:

Suitable for AGG compliance:

• Gender star: Recruiter*in
• Colon: Recruiter:in
• Underscore: Recruiter_in

Not suitable (excludes third gender):

• Dual naming: Recruiter und Recruiterin (Recruiter and female Recruiter)
• Slash without d: Recruiter/-in
• Internal capitalization: RecruiterInnen

For Aivy content, we use the colon (e.g., Bewerber:innen, Recruiter:innen), as it's considered more accessible and better captured by screen readers.

How to Write an AGG-Compliant Job Posting

The letters m/w/d are an important first step – but not the only one. A truly discrimination-free job advertisement requires attention to the entire text.

Finding Gender-Neutral Job Titles

Not every job title can be elegantly gendered. Neutral alternatives help:

For English job titles like "Consultant," "Manager," or "Engineer," it's simpler: Since English has no gender differentiation, adding (m/w/d) suffices.

Avoiding Male-Coded and Female-Coded Language

This is where it gets scientifically interesting: Research shows that not only gender designations, but also seemingly neutral words affect applicants.

A groundbreaking study by Gaucher, Friesen, and Kay (2011) analyzed thousands of job postings and reached a remarkable conclusion: Certain words are unconsciously perceived as "male" or "female" – and influence who applies.

Male-coded words (can deter women):

• dominant, assertive, competitive
• leading, active, analytical
• independent, self-confident, ambitious

Female-coded words:

• support, understand, collaborate
• interpersonal, empathetic, committed
• responsible, conscientious, reliable

The study's finding: Women feel less attracted to job postings with many male-coded words – regardless of their actual qualifications. Female-coded words, on the other hand, show no negative effect on male applicants.

Practical tip: With the free FührMINT Gender Decoder from the Technical University of Munich, you can analyze your job posting for the ratio of male- and female-coded words.

Making Body Text Gender-Neutral

A common mistake: The headline says "Marketing Manager (m/w/d)," but the body text then reads "The successful candidate brings..." or "We expect him to...". This is a contradiction – and an AGG risk.

Better:

• Direct address: "You bring..." or "You have..."
• Neutral formulations: "The successful person brings..."
• Consistent gendering: "The applicant..."

Checklist: 10 Tips for Discrimination-Free Job Postings

1. M/w/d after every job title – including English titles
2. Choose neutral job titles – "Team leadership" instead of "Team leader"
3. Keep body text consistent – no masculine pronouns after m/w/d headline
4. Use a Gender Decoder – reduce male-coded words
5. No age references – not even indirect ("young, dynamic team")
6. Language requirements only when necessary – otherwise discrimination potential
7. Add a diversity statement – "We welcome applications from all people"
8. Check application forms – offer third salutation option
9. Formulate rejection letters neutrally – AGG applies here too
10. Document the process – in case of lawsuits

Why M/W/D Alone Isn't Enough: The Entire Process Matters

Correctly formulating your job posting is important – but only the first step toward a truly fair recruitment process. Because Unconscious Bias operates far beyond the job advertisement.

The Problem: Unconscious Bias Goes Beyond Formulation

Unconscious Bias refers to the tendency to make decisions based on prejudices without being aware of it. In recruiting, this can have fatal consequences.

A widely cited study by Bertrand and Mullainathan (2004) examined over 5,000 applications to real job postings in the USA. The result: Applicants with typically "white" names like Emily or Greg received 50% more callbacks than candidates with African-American-sounding names like Lakisha or Jamal – with absolutely identical qualifications.

This shows: Even when the job posting is perfectly worded, unconscious prejudices can affect resume screening, interviews, or final decisions.

Typical bias types in recruiting:

The Solution: Objective Assessment Methods

If unconscious prejudices are so hard to control – how can they be reduced? The answer lies in structured, objective selection procedures.

The meta-analysis by Schmidt and Hunter (1998), one of the most cited studies in HR, shows: Different selection methods vary considerably in their predictive power for later job success.

Objective psychometric assessment – meaning scientifically validated tests and assessments – is therefore among the most reliable methods for identifying suitable candidates. At the same time, it reduces unconscious bias because standardized procedures leave less room for subjective interpretation.

Real-World Example: How Companies Foster Diversity with Aivy

The theory is convincing – but does it work in practice? Companies that rely on objective assessment methods report measurable success.

Kaya Kruse, People Lead at OMR, puts it succinctly: "Aivy works. We reduce bias, gain more objectivity in hiring, and strengthen diversity in the long term." A concrete result: At OMR, candidates were hired who would have been rejected based on their CV – because objective diagnostics made their actual potential visible.

The effect is also evident at Lufthansa. Susanne Berthold-Neumann explains the approach: "We look at the documents late because they only show a small part of the person and say little about whether someone has the competencies for future challenges." The results speak for themselves: 81% satisfaction among applicants and a 96% accuracy rate in predicting suitability. More details can be found in the Lufthansa success story.

What these examples show: M/w/d in the job posting is the first step – but objective assessment methods throughout the process make the decisive difference for genuine diversity.

Common Mistakes in Gender-Neutral Job Postings

Even well-intentioned efforts can fall flat if typical pitfalls are overlooked.

Only Adapting the Headline, Forgetting the Body Text

The classic mistake: "Senior Controller (m/w/d)" in the headline – but in the requirements profile: "The successful candidate has..." or "We expect him to...".

Such contradictions can be interpreted as evidence of discrimination. Therefore, check the entire text for:

• Masculine pronouns (he, him, his)
• Masculine nouns without gender-neutral alternatives
• Formulations that imply one gender

Misclassifying English Job Titles

Job titles like "Manager," "Consultant," or "Engineer" are gender-neutral in English – but that doesn't mean you can skip m/w/d. For German-language job ads: Even with English titles, the suffix (m/w/d) should be included.

Correct: "Marketing Manager (m/w/d)"Incorrect: "Marketing Manager" (without suffix)

Not Adapting Rejection Letters

The AGG applies not only to the job posting but to the entire application process. Rejection letters must also be formulated free of discrimination.

Avoid:

• Justifications that hint at gender, age, or other protected characteristics
• Phrases like "We decided on a more experienced candidate"
• Any form of explanation that provides grounds for lawsuits

Better: Neutral standard formulation without justification – and thorough internal documentation of the actual decision reasons.

Frequently Asked Questions (FAQ)

What does the "d" in m/w/d stand for?
The "d" stands for "divers" (diverse) and addresses people who don't identify as either male or female. This includes intersex individuals (with non-binary biological sex characteristics) as well as non-binary people (who don't identify with either category).

Is m/w/d legally required in job postings?
No, there's no explicit legal requirement for the letters m/w/d. However, the AGG demands discrimination-free job advertisements. M/w/d is the simplest and most legally secure way to meet this requirement.

What's the difference between m/w/d and m/w/i?
Both variants are AGG-compliant. The "d" stands for "divers" (the official term in the civil registry), the "i" for "intersexuell" (intersex). Since "divers" also includes non-binary people, m/w/d is somewhat more comprehensive.

Do I need to use m/w/d for internal job postings too?
Yes, the AGG applies equally to external and internal postings. Employees can also feel discriminated against and assert claims.

Can I use the gender star instead of m/w/d?
Yes, spellings like "Manager*in" or "Manager:in" are also AGG-compliant as they include all genders. However, studies show that m/w/d enjoys the highest acceptance among target groups.

What does an AGG violation in job postings cost?
Successful lawsuits can result in compensation payments of up to three months' salary, plus damages, legal costs, and potential reputational harm.

What are AGG hoppers?
AGG hoppers are fake applicants who deliberately apply to flawed job postings to claim discrimination compensation when rejected. They're one reason why correct formulation matters.

Why doesn't m/w/d alone lead to more diversity?
Because unconscious bias also operates in other phases of recruiting – during resume screening, in interviews, in final decisions. Only objective selection procedures like scientifically validated assessment methods systematically reduce these distortions.

Conclusion: M/W/D Is the First Step – Not the Last

Correct gender designation in job postings is important – legally, socially, and for your employer branding. M/w/d has established itself as the standard and offers the simplest path to AGG-compliant formulations.

But those who truly want to promote diversity and attract the best talent must think further:

• Check formulation: Review not just the headline but the entire ad text for gender neutrality
• Mind the coding: Male-coded words can deter qualified women
• Objectify the process: Structured interviews and scientifically validated assessment methods reduce unconscious bias
• Ensure documentation: Be prepared for potential AGG lawsuits

Objective assessment tools like Aivy support you in making fair decisions not just in the job posting, but throughout the entire selection process – based on data rather than gut feeling.

Sources

• General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz, AGG), particularly Sections 1, 7, 11, 15
• Federal Constitutional Court (Bundesverfassungsgericht), Decision of 10.10.2017, Case No. 1 BvR 2019/16
• Self-Determination Act (Selbstbestimmungsgesetz, SBGG), in force since 01.11.2024
• Gaucher, D., Friesen, J., & Kay, A. C. (2011). Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality. Journal of Personality and Social Psychology.
• Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. American Economic Review.
• Schmidt, F. L., & Hunter, J. E. (1998). The Validity and Utility of Selection Methods in Personnel Psychology. Psychological Bulletin.
• Federal Anti-Discrimination Agency (Antidiskriminierungsstelle des Bundes): Discrimination in Job Advertisements. https://www.antidiskriminierungsstelle.de