APPLY NOW! WORLD TRADE ORGANIZATION INTERNSHIP 2024
Internships
The WTO Secretariat maintains a variety of internship programmes for post-graduate students. Internship selections are based on merit, taking account of eligibility criteria, academic qualifications and expertise.
There are three internship programmes at the WTO. (1) The WTO Internship Programme is open to post-graduate students from all WTO members and countries or customs territories engaged in accession negotiations; (2) The China LDC and Accessions Programme (also known as the China WTO Accession Internship Programme); and (3) the WTO Support Programme for Doctoral Studies. Both (2) and (3) are reserved for post-graduate students from developing countries and least developed countries (LDCs).
The internship programmes are designed to increase the diversity of the WTO.
More information about each programme is provided below:
- WTO Internship Programme
- China’s LDCs, Accessions and General Internship Programme
- WTO Support Programme for Doctoral Studies
WTO Internship Programme
The WTO Internship Programme provides an opportunity for post-graduate students from WTO member and observer countries to gain valuable experience from working at the WTO.
General assignments
Assignments given to interns are intended to enhance the individual’s understanding of the WTO and of trade policy more generally. However, internships include opportunities in other specialist areas, such as finance, human resources, language services, IT and communications. The division to which the intern is assigned determines the precise nature of the work to be undertaken. Many interns work in the following areas:
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Information about the responsibilities of the WTO’s divisions is available here.
Duration
Up to a maximum of six months.
Remuneration
Interns receive a daily allowance of CHF 60 (including week-ends and official holidays falling within the selected period). Travel expenses to and from Geneva cannot be paid by the WTO, and such travel is not covered by the Organization’s insurance.
Medical health insurance coverage is mandatory in Switzerland, and interns are responsible for organizing their own health insurance prior to commencing their internship at the WTO.
Eligibility
A candidate must:
- be a national of a WTO member state or a country or customs territory engaged in accession negotiations
- have completed his/her undergraduate studies in a relevant discipline and have completed at least one year of his/her postgraduate studies
- be at least 21 years old and a maximum of 30 years old during the internship.
How to apply
Candidates should submit their applications through the WTO external jobs platform and only candidates selected for interview are contacted. The system provides instructions for online application procedures. A roster of suitable candidates is maintained from which interns are selected. Suitable applications are maintained on the roster for one year.
Intake to the WTO Internship Programme is on an ongoing basis, with no specific recruitment period. However, there may be specific vacancy notices for internship positions requiring particular qualifications and skillsets published on the WTO’s e-Recruitment website.
Additional information
The granting of an internship does not entail the right to a vacancy in another part of the Secretariat. Interns may nevertheless apply for any external vacancies.
The China WTO Accessions Internship Programme and China General Internship Programme
The China WTO Accessions Internship Programme and the China General Internship Programme, sponsored by the Government of China, aim to help recent graduates and young professionals from least-developed countries (LDCs) and developing economies gain work experience at the WTO. The Institute for Training and Technical Cooperation (ITTC) and the Accessions Division, in close coordination with the Human Resources Division, manage the implementation of the programmes. The ITTC, Accessions Division and the Government of China meet annually to review the operation and implementation of the programme.
General functions
Up to ten internships are offered under this programme annually. Five interns are placed in the Accessions Division of the WTO. The work of this division is to facilitate the negotiations between WTO members and countries/customs territories seeking to join the WTO.
Five other interns are allocated to a specific division of the WTO Secretariat in accordance with the needs and priorities of the organization and based on the areas of interest of the applicant. The areas of work may include agriculture, dispute settlement, intellectual property rights, government procurement (GPA), competition policy, market access, rules, trade and development, trade and environment, trade in services and investment, trade facilitation, trade policy analysis and trade-related technical assistance.
Assignments given to interns are intended to enhance their understanding of trade law, economics and trade policies more generally. The needs of the division are balanced with the capacity-building needs of the interns. Under the supervision of a professional staff member, interns are expected to assist the division in its regular work.
Duration
Maximum duration of 10 months.
Remuneration and benefits
Interns under the programme receive a daily allowance of CHF 90 (including weekends and official holidays that occur within the selected periods). In addition, travel expenses (economy class air fare) to and from Geneva are also covered by the programme.
Medical health insurance coverage is mandatory in Switzerland, and interns are responsible for organizing their own health insurance prior to commencing their internship at the WTO. In this respect, interns receive an extra CHF 100 per month to subsidize their health insurance premium payments for the duration of their internship.
Eligibility
A candidate must:
- be a national of a least-developed country (LDC) or developing WTO member or an observer engaged in accession negotiations (see list of countries here)
- have completed his/her undergraduate studies in a relevant discipline (e.g. economics, law, political science, international relations), and have completed at least one year of his/her postgraduate studies
- be no older than 30
How to apply
Interested candidates, who meet the above criteria, should complete two steps for their application to be considered:
- For both programmes: Complete a general internship application form on the WTO external jobs platform
- China WTO Accessions Internship Programme: Send a separate email to ChinaProgramme@wto.org for internships based in the Accessions Division to indicate your interest in the China WTO Accessions Internship Programme, with a CV, a motivation letter and a copy of the online application form. There is no opening or closing date for applications. Internships may be offered at any time during the year.
- China General Internship Programme: Send a separate email to ChinaInternship@wto.org for internships in other WTO divisions to indicate your interest in the General Internship Programme, with a CV, a motivation letter and a copy of the online application form. The application period is from 1 July to 15 September.
Additional information
The granting of an internship does not entail the right to a vacancy in another part of the Secretariat. Interns may nevertheless apply for any external vacancies.
Who has participated so far? Please click here to see the complete list of Accession Internship Programme “Alumni”, and read about their experiences.
WTO Support Programme for Doctoral Studies
The WTO Support Programme for Doctoral Studies (also known as the PhD Internship Programme) aims to support the development of academic expertise on WTO issues in developing countries. The WTO Secretariat invites doctoral students from developing countries to conduct research at the WTO and provides them with mentoring/advice in close collaboration with the students’ academic supervisors.
General functions
Participants in the PhD Internship Programme are expected to advance their doctoral thesis during their time at the WTO, taking advantage of access to WTO facilities and information as well as opportunities for interaction with the general trade policy community. They are not expected to undertake assignments on behalf of the WTO Secretariat. A mentor is allocated to the doctoral student for the duration of his/her internship. The role of the mentor is to provide the student with advice, as required, in close collaboration with the student’s academic supervisors. Before the end of the PhD Internship Programme, the participant is required to give a seminar on his/her work.
Duration
From three to six months.
Remuneration and benefits
Interns under the PhD Internship Programme receive a daily allowance of CHF 60 (including weekends and official holidays falling within the selected period). In addition, travel expenses (economy class air fare) to and from Geneva is covered by the WTO.
Medical health insurance coverage is mandatory in Switzerland, and interns are responsible for organizing their own health insurance prior to commencing their internship at the WTO.
Eligibility
A candidate must:
- be a national of a WTO member state or a country or customs territory engaged in accession negotiations
- be a national of a least-developed country (LDC) or a developing country
- undertake a PhD or equivalent in economics, law, international relations or in a closely related WTO discipline
- be in the final stage of his/her PhD and therefore at the writing-up stage (75% minimum completion) of the thesis
- work in one of the three official languages of the WTO, i.e. English, French and Spanish.
How to apply
Candidates who wish to participate in the WTO Support Programme for Doctoral Studies are invited to fill out the application form and submit the required documents.
Additional information
The granting of an internship does not entail the right to a vacancy in another part of the Secretariat. Interns may nevertheless apply for external vacancies.
Compensation and benefits
The WTO’s compensation policy is based on the principle of equal pay for work of equal value.
The following elements apply to fixed-term and regular contracts.
Salary
The WTO offers an attractive salary in order to attract and retain talented individuals from around the world. On joining the WTO, your net salary will be equivalent to the base salary for your grade. Each grade has a salary range, with an annual increase based on individual performance – this is known as salary increment (see performance awards below). The WTO’s salary scale is adjusted annually based on salary movements in other comparable international organizations.
WTO salaries are generally exempt from income tax. The WTO applies an internal taxation regime based on the pensionable remuneration. Most countries do not require tax on staff earnings. If a national government does require a staff member to pay tax (US citizens, for example), the WTO applies a tax equalization adjustment ensuring that the staff member’s WTO earnings are not negatively affected.
Recognition and Rewards
Establishing a robust culture of ongoing praise and recognition within the Secretariat is one of the key objectives, to help cultivate a positive work environment for all staff. The new Recognition and Rewards Programme put in place in 2023, covers new initiatives to foster a supportive and improved workplace culture that recognizes our accomplishments, incentivizes positive behaviours, and encourages staff members to get involved to show their appreciation of colleagues.
Dependency allowances
Dependency allowances are available for staff members who have a dependent spouse. The WTO also recognizes other types of domestic partnerships provided these partnerships have a legal basis in the countries where they are established. Allowances are also available for staff with dependent children (normally up to 18 years old, or 21 years old if they are in full-time education) and/or a secondary dependant (a father or mother, and under certain conditions, a brother or a sister).
Social security
As employees of an international organization, staff members are normally not covered by their national social security system. The WTO therefore provides its own mandatory social security system.
- WTO Pension Plan: A percentage of the staff member’s pensionable remuneration is contributed to the WTO’s Pension Plan. Two-thirds of each staff member’s pension contribution is paid by the organization and one-third is paid by the staff member. The pensionable remuneration is higher than the net salary as it takes into account a taxation component. The Pension Plan is a defined benefits plan, which means that the retirement benefit is based on the length of participation and on the staff member’s Final Average Remuneration. The age of retirement is currently set at 65 years old, with early retirement possible from the age of 60.
- WTO Medical Insurance Plan: The Medical Insurance Plan provides worldwide coverage for reasonable expenses regarding medical and pharmaceutical treatment resulting from illness, accident and maternity, preventive care and dental treatment, within the limits established by the provisions of the insurance contract. Participation in the Medical Insurance Plan is obligatory for all staff and optional for eligible dependants.
- Service-incurred accidents, illness and death: Staff members are insured for service-incurred accidents, illness and death.
- Optional death and disability insurance: Staff members have the possibility of enrolling in additional “Death and Disability” insurance.
Additional benefits
- Separation grant: Staff members who resign or retire from the WTO are entitled to a separation grant.
- Death grant: In the event of the death of a serving staff member, a grant is paid to the spouse, dependent children or secondary dependant.
- Legitimation card, privileges and immunities: Fixed-term staff members and their spouse as well as children up to age 25 will receive a “carte de légitimation” (legitimation card) from the Federal Department of Foreign Affairs. It entitles the holder to live and work in Switzerland (newcomers coming from abroad to Geneva may need to obtain an entry visa to Switzerland depending on their nationality. No card will be ordered for the staff if they do not obtain the required entry visa – always check the following link: https://www.sem.admin.ch/sem/fr/home/publiservice/weisungen-kreisschreiben/visa/liste1_staatsangehoerigkeit/a.html
- If a staff member resides in Switzerland, his/her dependants will be eligible to obtain a “Ci permit”, which gives access to the Swiss labour market. If a staff member resides in France, his/her dependants are eligible to obtain a legitimation card only and are excluded from obtaining a Ci permit.
On-site facilities
- Parking: Covered parking facilities for staff members are available at the WTO premises and nearby.
- Fitness centre: A fully equipped fitness centre is available on the WTO premises on the basis of a membership fee. In addition, various sports and well-being classes are available.
- Restaurant and coffee bar: A self-service restaurant and a coffee bar are available on the WTO premises.
Leave provisions
The WTO provides its staff with an attractive leave package, which includes:
- 30 days of fully paid annual leave, in addition to the nine official holidays of the WTO
- 16 weeks of maternity leave, four weeks of paternity leave
- Adoption leave (when a staff member is adopting a child and if the child meets the eligibility requirements to be recognized as a dependent child of the staff member)
- Uncertified sick, emergency and family leave
- Compassionate leave
- Certified sick leave
- Special leave without pay
Benefits for internationally recruited staff
Staff members on a fixed-term contract who reside outside a radius of 75 km from the Pont du Mont-Blanc in Geneva at the time of recruitment are classified as “internationally recruited”. They are eligible for the following benefits:
- Travel and removal expenses: At the time of recruitment, the cost of travel to Geneva is covered by the WTO. Travel costs for the staff member’s spouse (dependant or not) and dependent children (up to the age of 18 or 21 if in full-time school/university attendance) will also be covered. Costs of shipping/storing and insuring household goods are covered up to a certain limit. The amount of the lump sum for removal will vary depending on the location of the removal point and the dependency status of the staff member.
- Installation grant: If the staff member is travelling to Geneva from the place of recruitment (outside a radius of 75km from the Pont du Mont-Blanc in Geneva), he/she will receive an installation grant contributing towards the initial settling-in expenses.
- Education grant: Staff members may benefit from an education grant for their dependent children in full-time attendance at a recognized school or university from the scholastic year in which the child reaches five years to 25 years old of age up and according to the WTO education grant policy. Staff members may benefit from a special education grant in respect of a dependent child who is recognized by the WTO as disabled and who requires special teaching or training.
- Rental subsidy: If a new fixed-term staff member rents a house or apartment, a subsidy may be paid should the rent exceed a so-called threshold rental amount. The rental subsidy is limited to the first seven years of employment with the WTO and is gradually reduced between the fifth and seventh year. The amount of the subsidy depends on the family situation and the salary level and covers a portion of the rent between the threshold (calculated based on a percentage of the salary) and a defined maximum rental amount.
- Home leave: Staff members and their family are entitled to home leave every two years, so as to spend part of their annual leave in their home country. The entitlement covers the travel expenses of the staff member and his/her family (spouse and dependent children). Additional leave days (normally one or two days for the homeward journey and the same for the return to Geneva depending on the distance to the destination) are added to the staff member’s annual leave days to compensate for the travel time to their home country.
- Family visit: For the purpose of visiting one’s spouse or children who are not resident in Switzerland, the travel expenses of the staff member to the place of recruitment or to the place of home leave may be paid by the WTO, once every year.
- Travel and removal expenses on separation from service: If a staff member decides to leave the WTO or when the staff member retires, travel expenses are covered upon proof of relocation outside Switzerland. Costs of removal of personal effects and household goods are also covered on the same basis as when joining the WTO.
Internationally recruited Swiss nationals are not, however, eligible to receive education grants or home leave.
Training and career/personal development
The WTO is committed to providing training to its staff so that the organization is able to carry out its mandate and to adapt to new challenges. Training courses and career/personal development are key ingredients to ensuring that staff members keep their knowledge and skills up to date.
Staff are offered opportunities to improve their effectiveness in their current job, and to prepare for new tasks or a change of role. Learning needs are reviewed at individual, departmental and organization level, so that both staff and the organization benefit. The WTO’s Learning Service uses a variety of methods to cater for the learning and development needs of staff, such as training courses, learning networks, mentoring and coaching.
Internal Mobility and Secondments
Moving to other WTO divisions presents staff members with the opportunity to perform new functions and to broaden their professional experience. By working in another division, staff members acquire new skills and are introduced to possibilities that may in turn improve their chances of career development. From the organization’s perspective, movement of staff between divisions enhances the versatility of the organization and leads to staff broadening their skill set. It also allows the organization to respond to shifting demands.
All openings in the Secretariat are publicized through calls for expressions of interest. This allows staff members to request a transfer to another division. Moreover, a staff member may undertake a secondment to another division for a certain period. The WTO Secretariat also undertakes an annual exercise to identify opportunities for reciprocal staff movements between divisions for staff at the same grade. This initiative responds to the evolving needs of the organization and to the need of staff members for career development.
Secondment of a WTO staff member to another organization offers the staff member an opportunity to gain useful experience that may benefit his/her career development. The experience gained by the staff member is not only of benefit to the WTO but also to the institution providing the secondment opportunity.
Work/life balance
We offer a range of flexible work arrangements to help staff balance their work and personal life. These options include regular teleworking, staggered work hours, teleworking outside the local area, part-time work, etc.
