Mutual respect across all hierarchical levels is part of the Swiss Life DNA.
Mutual respect fosters trust and helps create a comfortable working atmosphere for employees. Personal well-being is also focus of the Employee Survey, which asks about such issues as diversity and inclusion, work-life balance, mutual respect, workload and workplace atmosphere. 82% of employees rate these factors as positive (9 percentage points over the external benchmark “Financial industry in Europe”)¹.
1 Source: Global Employee Engagement Survey, IPSOS (Suisse) SA 2015
The principles by which we work together at the Swiss Life Group are set out in the Code of Conduct, valid Group-wide. Swiss Life undertakes to offer its employees a work environment characterised by respect and mutual recognition, and to uphold such an environment. Among these is our zero-tolerance policy regarding mobbing and discrimination on the basis of race, sex, religion, confession, national origin, disability, age, sexual orientation, physical or mental handicap, marital status, political views or other attributes.
The Swiss Life competency model valid for all employees is applied to the Group-wide management processes. It explicitly defines responsible behaviour, particularly as regards compliance standards, laws and risks. Employees are regularly informed about the legal framework in which they operate, backed up by training courses to ensure they behave with integrity and in conformity with the law.
Swiss Life has established management processes and informal channels (e.g. an Ombudsman managed by a third party) for reporting and dealing with cases of discrimination or complaints.
In accordance with valid national and international law, the Swiss Life Group follows fair employment procedures free of discrimination. Recruitment or promotion is based solely on ability, competence and potential in view of the requirements of the position in question. Fair and equal compensation for all employees is ensured by the Group-wide Group Compensation Policy. Swiss Life has used instruments for a number of years in all its major national companies to review and ensure equal pay for men and women. In Switzerland, for example, Logib software based on data provided by the Swiss Federal Statistical Office is used for that purpose. Logib is a self-test to check whether a company is applying equal pay to its employees. Swiss Life is within the brands set by Logib for equality of remuneration.