Living and promoting diversity

Diversity champions an open working environment, in which employees are treated with respect and everyone is free to develop and reach their full potential. Diversity also means that teams combine a broad range of knowledge and experience. Swisscom sees diversity as something it must commit to internally within the company, as well as externally with its customers and partners. In the interest of diversity management, Swisscom is also committed to utilising the broad range of knowledge and experience of all its employees for the benefit of the company.

Various models to promote a work and life

Swisscom considers a balanced gender ratio to be fundamentally important for the brand and for ensuring the success of the company. Consistent with its commitment to diversity, Swisscom has set itself the medium-term goal of increasing the percentage of women in management to 20%. This percentage fell in 2015. Swisscom is also increasingly championing the use of solutions that support the compatibility of family and career, thereby enabling a healthy work-life balance and addressing employees’ growing need for flexibility and the right to make their own decisions.

The solutions promoted by Swisscom include flexible and mobile working models and flexible working hours, which the majority of employees take advantage of. In addition, Swisscom offers annual working hours, a long-term working-time account, part-time working for women and men, as well as job sharing. Swisscom is a sponsor of the Work Smart initiative. As a family-friendly employer, Swisscom pays child and education allowances that are higher than those laid down by federal law and that are also in most cases higher than those laid down by cantonal law. Swisscom also supports external childcare facilities through financial contributions and by providing access to free counselling services through the familienservice® family service as well as childcare during the school holidays. Paternity and adoption leave are also granted. Swisscom also developed two new models to improve the way in which different aspects of employee’s lives can be balanced: Work&Care, aimed at employees who care for relatives in their homes for a certain period of time, and the option of buying additional holidays.

81.8% of Swisscom’s workforce are Swiss nationals. The remaining 18.2% are made up of employees from 90 different countries, including 5.8% from Germany, 3.7% from Italy, 2.1% from France and 1.0% from Spain. Swisscom employs people from a total of 91 nations.

With respect to the opportunities offered and the potential accorded to the individual, Swisscom does not differentiate between employees with physical or mental impairments and those who are not impaired. Swisscom builds on the individual strengths and skills that each employee possesses.


Generation management

The average age of our company is constantly rising. Swisscom is using generation management to address this demographic trend in good time and find innovative ways of allowing older employees to continue in active employment. As part of this effort, Swisscom has launched so-called “BestAge” projects. These projects address the needs of older employees – and customers – and are implemented in call centres and shops. For example, older customers are served and advised by older employees. Swisscom has also established in-house consulting, where older senior managers advise line management, provide coaching and allow others to benefit from their experience through their involvement in projects. Older employees are also used in network construction as quality assurance specialists.

In the interests of employability management, Swisscom also supports employees in developing an awareness of and seizing opportunities to develop their skills and expertise. The company supports intergenerational communication primarily by promoting collaboration in teams and projects, and via management programmes focussing specifically on intergenerational dialogue.

Swisscom has been a member of the Swiss Demographics Forum since 2011. Currently comprising seven finance and service companies, the Swiss Demographics Forum is a platform that collects information and draws up basic principles in order to establish sustainable demographic management. Its members have developed a variety of practical solutions that could be put to good use by the participating companies.


Equal pay

Swisscom takes great care to ensure equal pay for men and women. The company’s salary system is structured in such a way as to award equal pay for equivalent duties, responsibilities and performance. To this end, the individual functions are assigned to job levels according to their requirements and a salary band is assigned to the job in line with the market salary. The salary band stipulates the remuneration range for equivalent duties and responsibility. Pay is determined within this range based on the individual employee’s performance. As part of its salary review, Swisscom grants employees who have performed better and are lower within the respective salary band an above-average pay rise. In this way, any wage disparities are evened out on an ongoing basis. When conducting the salary review, Swisscom also checks whether there are any pay inequalities between men and women within individual organisational units and corrects them in a targeted manner.

Swisscom also uses the federal government’s equal pay tool (Logib) to conduct periodic reviews of its salary structure, in order to ascertain whether disparities exist between men’s and women’s pay. Previous reviews (most recently in 2015) have revealed only minor pay discrepancies, well under the tolerance threshold of 5%.

See www.lohngleichheits​

The protection of human rights within the Swisscom Group

The protection of human rights is an integral part of Swisscom’s corporate culture. There is no or only very little risk of human rights being breached within the Swisscom Group. Swisscom employs more than 18,977 FTEs in Switzerland and 2,401 FTEs in Italy, with no human rights risks having been identified at these locations. A further 259 FTEs work outside of Switzerland and Italy – predominantly in the EU or OECD countries – and here, too, there is no or only very little risk. Swisscom no longer employs any staff in the “risk countries” listed by the rating agencies (e.g. Romania, Malaysia and South Africa). Moreover, Swisscom employees working outside of Switzerland and Italy only render services, i.e. they are not employed in production. Swisscom therefore considers there to be no need for an internal Group management system for risks concerning human rights infringements.

Swisscom is aware that there are risks of human rights being breached by its suppliers and has therefore set up a risk management system for suppliers.

See Sustainability Report page 57

Swisscom also applies a purchasing policy based on the SA 8000 standard, which places clear demands on its suppliers as regards the protection of human rights.

Employee satisfaction

Swisscom conducts a survey of its staff every two years. The last survey was held in 2014, with 83% of the employees in Switzerland taking part. The results again revealed an above-average level of job satisfaction and a high level of employee commitment at Swisscom. The employees rated all of the areas under review significantly higher on average than in the 2012 survey, and some of the scores were above average compared to other companies in the sector. The next employee survey is scheduled for 2016.

Pension fund: comPlan

At the end of 2015, around 19,500 Swisscom employees and some 7,100 pensioners were insured under comPlan. In 2015, comPlan posted a negative net return on assets of 0.6% (prior year: 4.9%). On 31 December 2015, the market value of fund assets amounted to CHF 9.4 bil­lion (prior year: CHF 9.0 bil­lion). In accordance with Swiss accounting standards for pension funds, the funding ratio is around 108% (prior year: 111%).

Fringe benefits

All Swisscom employees enjoy fringe benefits in the form of a personal allowance on Swisscom services, including telephony, Internet and Swisscom TV services, and a Swiss Federal Railways (SBB) half-fare travel card. These fringe benefits are offered irrespective of function or whether the employee works full time or part time. Apprentices also receive an allowance. Swisscom also supports external childcare facilities through financial contributions and by providing access to free counselling services through the familienservice® family service. To assist working parents during the school holidays, Swisscom offers holiday childcare weeks at selected locations throughout Switzerland. It also pays the employer’s pension fund contribution for unpaid leave for a maximum of three months.

Supplementary regulations governing management staff

Members of management have the opportunity to take partly paid leave (sabbatical) of up to three months, depending on their length of service in management. Swisscom pays their salary for 30 working days. The employment contract remains valid, and managers are guaranteed to be able to return to their current function.

Members of management are also exempted from the obligation to pay a contribution to the collective insurances for illness and accident as well as management staff risk insurance in the event of death.