Well-being

Mutual respect across all hierarchical levels is part of the Swiss Life DNA.

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Mutual respect fosters trust and helps create a comfortable working atmosphere for employees. Personal well-being is also a focus of the Employee Survey, which asks about such issues as  diversity and inclusion, work-life balance, mutual respect, workload and workplace atmosphere. Eighty-three percent of employees rate these factors as generally positive (no change from 2015). This value is 11 percentage points over the “Financial industry in Europe” external benchmark¹. Equal opportunities and non-discrimination are observed on a daily basis at Swiss Life. Eighty-nine percent of employees say they feel highly respected in their team (+3% over 2015). This value is 12 percentage points over the “Financial industry in Europe” external benchmark.

 

1 Source: Global Employee Engagement Survey, IPSOS (Suisse) SA 2017

The principles by which we work together at the Swiss Life Group are set down 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, among other things, 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 discrimi-nation 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 exclusively 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 Compen-sation 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 to review equal treatment.

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