Diversity and respect as the basis for collaboration based on trust
The Group-wide Guideline on combating discrimination and promoting diversity and inclusion according to the International Labour Organisation (ILO) Conventions describes how Swiss Life shapes the dimensions of its working culture, framework conditions, leadership, processes and infrastructure from the perspective of diversity and inclusion. The guideline forms the basis for the divisions’ specific initiatives and programmes, with which Swiss Life pursues the goal of strengthening diversity in its workforce as a whole. Here is a selection of them:
Swiss Life Switzerland
- The continued promotion of a foundation document on “Diversity & Inclusion”, accompanied by various workshops and activities for managers and employees to strengthen inclusiveness and embed it in the organisation
- Developing, promoting and maintaining internal employee networks such as the women’s network, the family network and the LGBTQ+ community as well as being involved in the “focus 50 plus” network under the patronage of the Swiss Employers’ Association (SEA) and by participating in the HSG D&I benchmarking
- Working together with Advance, a leading business association for gender equality in Switzerland, and offering mentoring and sponsoring programmes for employees in management positions
Swiss Life France
- Raising awareness through #ActForLife and “Associations Day”, which was attended by six associations on the themes of health, solidarity, culture and the environment
- Participation in “Duo Day”, which was attended by young people with disabilities
- Internal communication of specific diversity commitments, such as an employee volunteering at the 2024 Paralympics, and the Diversity & Inclusion Week, which featured profiles of three employees and their personal and professional experiences in dealing with their disability
Swiss Life Germany
- Specific training courses on “How women successfully shape their careers” and “Female empowerment”
- Supporting female managers through various succession planning measures with the aim of filling 50% of vacant area and department head positions in each department with women by the end of 2025
- Childcare facilities in the company’s own day-care centres or equivalent cooperative ventures at the Hanover and Garching locations as well as the initiative to hold interviews for all employees aged 50 and over to discuss their future career and deployment prospects
- Advertising of all management positions on a part-time and shared leadership basis to offer the best possible work-life balance
Swiss Life International
- Signing of the “Women in Finance Charter” by Swiss Life Luxembourg
- Active advocacy of elipsLife in the Netherlands for equal opportunities for men and women, with a focus on recruitment for management positions and offers of internal transfers
- Integration of a specific module on the risks of unconscious bias in management positions into the latest Leadership Development Programme
- Measurement of gender diversity across different markets
- Conscious inclusion of multiple genders in the recruitment process
Swiss Life Asset Managers
- Collaboration with MyAbility, an organisation that provides training, consulting and technology services to help companies create inclusive workplaces for people with disabilities
- Collaboration with Edge Strategy to measure progress and make improvements. Achievement of global EDGE “Assess” certification, which underlines the social aspect of Swiss Life Asset Managers’ ESG agenda
- Working together with Advance, a leading business association for gender equality in Switzerland, and offering mentoring and sponsoring programmes for employees
- Membership of networks: Fondsfrauen, Cercle des Femmes de l’Immobilier, Financi’elle
- Collaboration with the Cultural Intelligence Center (CQ) to assess and improve effectiveness in culturally diverse situations in internal training
- Training sessions on inclusive leadership, intergenerational collaboration and neurodiversity