When was the action plan against discrimination in the Swiss army launched?

The 16-point action plan was launched by the army in 2025. It is based on a 2024 study that involved about 1,100 military personnel, two-thirds of whom were women. In the study, nearly half of the participants said they had experienced gender discrimination or sexualized violence during their military careers. Full implementation is expected by the end of 2027.

How many measures of the plan are already operational?

Eight of the 16 measures have already been operational since January 2025. These include the mandatory online awareness lesson for all recruits (already followed by around 20,000 people), the anonymous reporting tool, the code of conduct developed by troops, the Victim Protection working group (created in May 2025), and the training for cadres on conflict management (launched in September 2025). Seven measures are being implemented on schedule, one is delayed.

How does the anonymous reporting tool work?

The tool allows the military to independently decide which personal data to provide to the specialized service of the army. About one request out of twelve actually concerns a case of violence or discrimination. The experimentation of a second way of reporting parallel to the hierarchical one offers an alternative channel for those who prefer not to contact their direct commander.

Who drives the anti-discrimination action plan?

Gregor Metzler is the head of the Swiss Army Education Command. Mahide Aslan leads the competent specialist service. Thomas Huber, commander of the infantry school, stressed that mutual trust is indispensable for Switzerland's security and strongly supports the code of conduct drawn up by the troops.

When will the action plan be completed? When will the assessment take place?

All 16 measures should be implemented by the end of 2027. By this date, the complete manual on the procedure in case of discrimination will be ready, now extended to militia soldiers, career soldiers, civilian personnel and members of the promotion of peace. A follow-up study is planned in 2028 to verify the overall effectiveness of the plan.

Discrimination in the army: the Swiss 2027 plan (cross-border guide)

Di Redazione Frontaliere Ticino · Published on 22 August 2026

Swiss military barracks with recruits training, inclusive and disciplined environment.

The Swiss army implemented 8 out of 16 anti-discrimination measures. Complete plan by 2027. Impact assessment planned for 2028.

Context

In a nutshell

8 out of 16 anti-discrimination measures already in place since January 2025
Compulsory online class attended by ~ 20,000 recruits
Total implementation by the end of 2027, 2028 assessment

Key facts

What: 16-point action plan against discrimination and violence in the Swiss army
When: Launched in 2025, implemented by the end of 2027
Where: Swiss Army, Education Command
Who: Gregor Metzler (Head of Education Command), Mahide Aslan (Head of Specialized Service), Thomas Huber (Infantry School Commander)
Base: Study 2024 of ~ 1,100 military personnel (2/3 women), almost 50% suffered discrimination
Status: 8 operational measures, 7 ongoing, 1 delayed

Bern — The Swiss army is making real progress in the fight against sexism and discrimination. Half of the 16 measures announced about two years ago have already been implemented, representatives of the armed forces stressed at a media meeting in Bern. Gregor Metzler, head of the Education Command, said there was no place for discrimination and violence in the Swiss army.

The action plan was launched by the army in 2025 and is based on a 2024 study on discrimination and sexualised violence. The data are significant: almost half of the approximately 1,100 people surveyed at the time — two-thirds of whom were women — had stated that they had suffered gender discrimination or sexualised violence during their

Operational details

What changes in military culture

The Swiss army is undergoing a cultural paradigm shift. The military cadres show, according to the authorities, a clearer attitude of zero tolerance towards sexism and racism since the beginning of the recruit schools. The military and commanders also resort more frequently to the competent specialized service in search of advice: a sign that the subject has become less taboo.

This change is strategic. The action plan does not constitute an ancillary programme, but is explicitly linked to the country's defence capacity and the psychological security required to ensure at least 100,000 military personnel in the militia system. As highlighted by Aslan, women are safer in the military today because the issue of discrimination is addressed in a more institutionalized way.

The role of transparency and reporting

The anonymous reporting tool is a game changer. It allows the military to independently decide which personal data to provide and offers a gateway to reports without fear of retaliation. The fact that about one in twelve requests actually relates to violence or discrimination indicates that the system works: people use it for concrete issues.

The experimentation of a second signalling route — parallel to the hierarchical line — is equally relevant. Not everyone feels like

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Key points

How to report discrimination or violence

If you are in the military — militia or career — and have experienced discrimination or sexualised violence, the army now offers three parallel channels.

First channel: the specialised service. You can contact the Mahide Aslan team directly by submitting a report through the internal anonymous tool. Decide for yourself how much personal data to provide; the system is built precisely to protect anonymity if you wish.

Second channel: the second way. If you prefer not to resort to the hierarchical line (because the problem concerns your direct commander, for example), a second parallel reporting route is being tested at different military schools. Ask your unit how to access this route.

Third channel: your unit's code of conduct. Each unit has developed its own code of conduct based on zero tolerance principles. Familiarize yourself with the contacts and procedures in your code.

Important deadline timelines

January 2025: mandatory online awareness lesson for all recruits already in progress — around 20,000 have completed the course.

September 2025: launch of specific training for managers on conflict management.

May 2025 in progress: working group on the protection of victims is operational.

End of 2027: total implementation of all 16 measures. By this date the manual will be ready

Source: tio.ch

Frequently Asked Questions

When was the action plan against discrimination in the Swiss army launched?: The 16-point action plan was launched by the army in 2025. It is based on a 2024 study that involved about 1,100 military personnel, two-thirds of whom were women. In the study, nearly half of the participants said they had experienced gender discrimination or sexualized violence during their military careers. Full implementation is expected by the end of 2027.
How many measures of the plan are already operational?: Eight of the 16 measures have already been operational since January 2025. These include the mandatory online awareness lesson for all recruits (already followed by around 20,000 people), the anonymous reporting tool, the code of conduct developed by troops, the Victim Protection working group (created in May 2025), and the training for cadres on conflict management (launched in September 2025). Seven measures are being implemented on schedule, one is delayed.
How does the anonymous reporting tool work?: The tool allows the military to independently decide which personal data to provide to the specialized service of the army. About one request out of twelve actually concerns a case of violence or discrimination. The experimentation of a second way of reporting parallel to the hierarchical one offers an alternative channel for those who prefer not to contact their direct commander.
Who drives the anti-discrimination action plan?: Gregor Metzler is the head of the Swiss Army Education Command. Mahide Aslan leads the competent specialist service. Thomas Huber, commander of the infantry school, stressed that mutual trust is indispensable for Switzerland's security and strongly supports the code of conduct drawn up by the troops.
When will the action plan be completed? When will the assessment take place?: All 16 measures should be implemented by the end of 2027. By this date, the complete manual on the procedure in case of discrimination will be ready, now extended to militia soldiers, career soldiers, civilian personnel and members of the promotion of peace. A follow-up study is planned in 2028 to verify the overall effectiveness of the plan.