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Annual Report 2023
Annual Report 2023
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Fair employment practices and remuneration

In accordance with applicable national and international law and the conventions of the International Labour Organization (ILO), the Swiss Life Group adopts fair and non-discriminatory employment procedures with the aim of ensuring equal opportunity. Some examples:

  • At Swiss Life Switzerland, vacancies at all levels are systematically reviewed for part-time and top-sharing/job-sharing opportunities and are advertised accordingly. The early identification of potential staff risks and their causes takes into account relevant key figures and the strategy for the next three years. The results are incorporated into the annual HR planning processes and serve as the basis for operational measures. Furthermore, the Switzerland Division evaluates its recruitment channels and the responses to its job advertisements. Finally, the subject of unconscious bias is explicitly addressed in respect of personnel recruitment with a structured approach in terms of content and process.
  • The Swiss Life Asset Managers division participates in various programmes that make it easier for minority groups to enter the labour market: “Job shadowing” for students with disabilities in Switzerland and internships under the 10 000 Black Interns programme in the United Kingdom (the programme offers paid internships to black students and university graduates). Finally, the training of recruitment specialists explicitly addresses the issue of unconscious bias in recruitment.

Fair and equal compensation for all employees is ensured by the Group Compensation Policy, which is applicable throughout the Group. For a number of years, Swiss Life has had processes and instruments in place for eliminating the gender-specific salary gap at all its national companies. Some examples:

  • Swiss Life Switzerland actively promotes equal pay for women and men and has for several years used the Logib software of the Federal Office for Gender Equality to review equal pay. Regular and systematic consideration of equal pay issues ensures that there is no gender discrimination in the pay structure.
  • The occupational equality index at Swiss Life France, as defined in the “Avenir professionnel” law, has achieved a score of over 90 out of 100 points since 2020. Analysis of the results makes it possible to define and implement specific measures to continuously reduce the pay gap between women and men. Swiss Life Asset Managers’ equality index in France stood at 96 points in 2022 and 94 points out of 100 in 2023.
  • In Germany, the Transparency in Wage Structures Act (EntGTranspG) applies; this prohibits unequal pay on the grounds of gender. Men and women must receive equal pay for equal work.
  • Swiss Life International publishes a Gender Pay Report every year at its UK location containing average and median figures on salary and bonus differentials, figures on the proportion of employees receiving a bonus, and percentiles by gender.