Staff recruitment

New hires

Swisscom is committed to the internal job market and makes targeted investments in the ongoing, skills-based development of its staff. In the majority of cases, it first advertises available vacancies internally or tries to fill open positions with candidates from talent development programmes. When recruiting new employees, Swisscom seeks out individuals who are motivated and passionate about helping customers and who want to help shape the future of the networked world. At all company locations in Switzerland, Swisscom primarily endeavours to employ people who live in the area where they work and are thus accustomed to their customers’ traditions and practices.

Student interns and trainees

Swisscom is in close contact with Swiss universities, colleges and universities of applies sciences. By virtue of this process, it is in constant dialogue with researchers and developers in the field of the digitisation of Switzerland and acquires talented, highly motivated university graduates as employees. Participation in recruitment fairs and other forms of collaboration – for example, within the context of research projects or guest lectures – allow students to get to know Swisscom and the work it does and gain their first professional experience during their studies within the context of a practice-based Bachelor’s or Master’s thesis or an internship.

Once they have successfully completed their studies, graduates can take their first step on the career ladder at Swisscom through the trainee programme, a college internship or by direct appointment to a junior position. 80% of those who took part in the trainee programme during the year under review were women. This confirms the trend seen in recent years, in which Swisscom has recruited around 50% women. In addition, 97 people began internships at Swisscom in the last twelve months.

Vocational training

In August 2016, 280 young professionals completed their apprenticeship at Swisscom in seven different career paths. It was gratifying that the best individual practical thesis in an ICT subject was submitted by a Swisscom apprentice for the second year in succession. Swisscom immediately hired about half of the 124 ICT apprentices who graduated at the end of July 2016.

Also in August 2016, 325 young people began their apprenticeships with Swisscom, of which 153 were in ICT jobs in mediamatics and IT. New training programmes in interactive media design have been introduced by Swisscom to help meet the high demand in this field. 2016 saw five interactive media designers begin their apprenticeship at Swisscom for the first time.

At the end of 2016, there were around 940 apprentices working at Swisscom, with 855 in technical and commercial apprenticeships at Swisscom itself as well as an additional 81 apprentices at its subsidiary cablex. The Swisscom training model is geared towards independence and personal responsibility. Apprentices take an active role in devising their training by applying for a new practical assignment within the company every three to four months, during which they can acquire additional competences.

Staff recruitment outside of Switzerland

As a Swiss company, Swisscom is committed to the Swiss employment market. When recruiting IT specialists, however, Swisscom is required to maintain a presence on the European job market. This applies in particular to its recruitment of cross-border commuters or to its activities in French-­speaking Switzerland. Swisscom is prepared to work together with both domestic and international recruitment partners where required, on the condition that they satisfy Swisscom’s internal specifications. These specifications encompass collaboration, local job placement legislation, employment law and sustainability.

Equal pay

Swisscom aims to pay fair salaries in line with the market and 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. A salary band is assigned to each job level 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 2016) 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 18,372 FTEs in Switzerland and 2,468 FTEs in Italy, with no human rights risks having been identified at these locations. A further 287 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 does not employ 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 suppliers and has therefore set up a risk management system for its suppliers.

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.