WE COMMITTED –
THIS IS THE IMPACT…

At Siemens, we take diversity very seriously. It is anchored in our corporate culture and actively promoted by the leadership team.

To promote women in technology at an early stage, Siemens organizes

• «Girls-Tech-Days» and participates in the project «Girls-tech-go»!

In addition to the Women’s Network, which is available to Siemens employees for networking and mentoring purposes, we’re also active in professional associations – such as the Association of female Engineers (SVIN).

Because parents know best what parents need, Siemens has launched the

• «Parents@work Peer Coaching» program.

Here, prospective and new parents are actively supported by experienced, committed Siemens colleagues in preparing for parenthood and returning to work. Because we know: The future world of work is an equal world of work.

Together we #advance faster!

Gerd Scheller

Visit Siemens online

We at Merck offer a lot of flexibility to our teams with regards to working hours and work location, ensuring that our employees have the freedom to manage their business and private life in a balanced manner. For example, we offer part-time employment in leadership positions and job-sharing opportunities. I’m happy to present our results to-date:

• More than 42% female employees in Merck Healthcare and Merck Group Functions among 2370 employees across 9 sites in Switzerland
• Merck has been named one of only 14 global employers by the Top Employers Institute this year in Switzerland
• 27,6% of all leaders in Switzerland are female

Our transformation to an organization that is both agile and reflects the evolution of the modern working world is known as project “Freiraum” within Merck (Schweiz) AG and makes us more attractive for generation Y employees. By having an open-minded leadership team, a willingness to change and an ongoing dialogue with our employees, we are demonstrating our commitment to creating an inclusive culture that allows everyone to maximize their potential.

I look forward to driving our D&I agenda forward with the great support of the whole Merck leadership team. – Together we #advance faster!

Christiane von der Eltz

www.merck.ch

Since September 2017, IKEA Switzerland offers a paternity leave of up to two months, whereby new fathers take two weeks of vacation.

Since the paternity leave has been introduced, 100% of our eligible employees took advantage of it.

• During the first year, 50 employees took advantage of the paternity leave with an average length of 4.6 weeks.
• During the second year, 62 employees took advantage of the paternity leave with an average length of 5.1 weeks.

This measure has been welcomed very enthusiastically among our employees since its introduction. New fathers see it as an amazing opportunity to support their families and bond with their children from the very beginning. IKEA benefits from loyal and motivated employees that are pleased to work in a family friendly environment.

We strongly believe that gender equality starts already in the families and we can only encourage paternity and parental leave to become the norm in business and private life.

Together we #advance faster!

Jessica Anderen

Visit IKEA online

Wir freuen uns, bis heute bereits folgende Erfolge erreicht zu haben:

• Ende 2019 haben wir die angestrebten 30% Frauenanteil erreicht. Damit sind wir aber noch nicht am Ende, der Anteil soll weiter gesteigert werden.
• Ein neues Diversity-Board sorgt für mehr Verbindlichkeit im Bereich Diversität in der SRG. Das Kaderfrauen-Netzwerk «idée femme» unterstützt diesen Weg.
• Mit dem Projekt «Chance 50:50» wirken viele Redaktionen darauf hin, ausgewogener bezüglich der Geschlechter zu berichten und neuen Expertinnen eine Stimme zu geben.
• In der SRG werden keine Stellen mehr allein mit 100% Beschäftigungsgrad, sondern mit 80-100% ausgeschrieben; wir sind überzeugt und bemüht, dass jede Stelle auch mit 80% zu erfüllen ist.
• Mit dem «Work Smart»-Modell schafft die SRG die Rahmenbedingungen für zeit- und ortsunabhängiges Arbeiten.

Der Schwerpunkt für das kommende Jahr ist die stärkere und konkretere Abbildung der Diversität in der Unternehmensstrategie. Das Diversity-Board wird dies angehen und basierend auf der Unternehmensstrategie weitere konkrete Massnahmen entwickeln und deren Umsetzung begleiten. Auch die bereits erfolgreich implementierten Themen treiben wir weiter voran, dabei fördern wir sowohl die Diversität im Unternehmen wie auch in unseren Angeboten.

Gilles Marchand

Besuchen Sie die SRG SSR online

Our holistic approach to gender equality has paid off and we are observing a positive trend in recruitment and promotion of women to senior leadership positions.

With 66% women in our workforce, we have a great starting point to achieve gender balance at all levels. However, we see potential when it comes to women in senior leadership positions. Therefore, we strive to promote and recruit more women to these positions.

We are pursuing our ambitious goal with diverse slates in external recruiting, accelerated development of female talent and training on the effects of unconscious bias as well as the importance of inclusive leadership. Our combined efforts have created momentum and produced the following results in 2019:

• Of all our external hires to management positions, 50% were women
• Of all our internal promotions to management positions, 52% were women
• The increased ratio of women in senior leadership levels is, at this point in time, driven by external hires

The positive trend towards gender balance in lower and senior leadership levels gives us confidence that we are on the right track. To fully leverage the potential of our internal talent and to reach our ambitious targets in middle management, we will further strengthen our efforts to remove unconscious barriers at all touch points in the talent management cycle and keep a focus on the development of female talents.

Together we #advance faster!

Arnd Kaldowski

Visit Sonova online

To achieve this goal, we have implemented several actions that aim to foster the development and retention of female talents in our company. Some of these actions are:

• Offer mentoring specifically for female talents
• Occupy a minimum of 30% of the seats in leadership programs with women
• Tend an equal opportunity recruiting process that is attractive for female talents
• Promote and offer job-sharing and part-time roles; including leadership roles
• Offer flexible hybrid work arrangements
• Grow an internal Gender Diversity Network which organizes educational events and promotes networking
• Updating our offer in the SIX Academy providing vast opportunity for learning in different topics, like leadership, AI, or language programs
• Offer different programs and benefits for parents
• Expand a network of sport and leisure clubs that combine networking, passion, and fun
• Invest in a growing number of wellbeing programs that promote mental health and fitness

We are proud of our achievements so far, but we know that there is still room for improvement. We invite you to join us in our journey towards a more diverse and inclusive SIX.

Together we #advance faster!

Jos Dijsselhof

Visit SIX online

I believe in differentiating values and culture as a foundation for trust and for long-term success. This includes a working environment in which employees can unleash their full potential, regardless of age, origin, sexual orientation or gender. For the implementation, we do not rely on formulas, but on shared commitments and tangible actions because employee satisfaction and culture must not be a matter of luck for us. Through our commitments, we allow men and women equally to combine work and family life:

• With the EDGE-certification we stand for equal pay
• FlexWork is our standard for home office, mobile working and flexible working hours
• With our parental leave of up to 20 weeks for the primary parent and up to 8 weeks for the co-parent, we promote equal rights in raising children and we underscore our role as an attractive and future-oriented employer
• Other commitments include job sharing and posting all vacant positions with a workload of 80 to 100 percent

I would like to personally thank everybody within Zurich for the continued engagement to promote a working environment with equal opportunities.

In 2020, equal opportunities will remain our focus and we look forward to working with Advance to make further progress in this area.

Together we #advance faster!

Juan Beer

Visit Zurich online

From the start of our business, we’ve always been involved in exploring how companies we are recruiting for could ensure their working environment is diverse and inclusive of men and women from all backgrounds.

Driven by this ambition, we have taken steps to make organisations understand that identifying and combating gender bias and supporting women to become future leaders could be a decisive factor in the struggle for talent. From artificial intelligence tools to research publications via our own influence on recruitment processes, we have never stopped developing initiatives to engage ourselves as an influential actor of diversity in the workplace.

We are now proud of the results of this commitment and the impact we are making on the Swiss market for talent:

• Our AI tool Adify assesses advert writing through machine learning, identifying gender bias language in our client job adverts
• Over the past 4 years, 45% of candidates we presented to our Swiss clients for mid- to top-level management roles were women
• Each year, we produce a series of research publications and networking events dedicated to women’s empowerment

We want to be an influential force for diversity in the Swiss economic landscape. That means reducing unconscious bias that can have an underlying effect on our clients recruiting decisions, presenting female candidates to our clients and coaching them to succeed in the interview process, and taking an advisory approach when it comes to securing top female talent.

Christian Atkinson

Visit Robert Walters online

At PwC Switzerland, inclusion & diversity is seen as business imperative, not just a nice-to-have. According to the World Economic Forum Gender Gap Report 2020, it will take another 100 years to close the gender gap. Gender equality is not a women’s issue. It needs all of us to work together to progress towards equality.

We strived for the Equal-Salary Certification, which involved an external audit of equal pay between women and men, to:

• demonstrate top management commitment to equal pay and gender equality
• confirm our fair wage policies and practices
• strengthen the trust of our staff and partners as well as our clients and public authorities

With the external certification, we are demonstrating our continuous commitment to building trust in society and to creating a workplace that fosters an inclusive culture and enables each of us to be at our best.

Andreas Staubli

Visit Inclusion and Diversity at PwC here

Visit the Equal-Salary Foundation here

MOD-ELLE’s mission is to challenge gender stereotyping in the shaping of young people’s career aspirations by providing inspiring and diverse role models. We work with primary schools to invite professional women from all walks of life into classrooms to broaden the aspirations and interests of children about jobs and careers beyond gender stereotypes.

Our pilot project was launched in the canton Vaud in 10 primary schools in September 2018. Since then, we

• organized 30 events in Lausanne, 3 in Davos and 1 in Geneva
• showcased 132 different professions
• engaged and inspired over 975 children who will grow with an awareness of gender bias and an open-mindedness and confidence to pursue their dreams, irrespective of their gender

Over 100 volunteers – from CEOs to managers, entrepreneurs or employees, with classic or unusual career paths – have registered with MOD-ELLE and left enriched and empowered by the experience. Many others have shown their commitment to support and promote the project.

In 2020, we will build a digital platform that will allow us to scale up the project to continue making a positive difference to young people’s lives and the futures they choose. Join the movement!

Together we #advance faster!

Andrea Delannoy

Visit MOD-ELLE online

We are committed to increasing diversity in all forms, at all levels, making Man Group a stronger, more inclusive and dynamic place to work. We are proud to share our achievements to-date:

• In 2019, we introduced an Enhanced Parental Leave Policy for all employees globally, regardless of gender, enabling parents to take 18 weeks of leave. In 2019, 54 persons took advantage of the new policy, four of whom are based in Switzerland. In the same year, Man Group became a member of the Advance Network in Switzerland.
• In 2018, we became a signatory of the UK Women in Finance Charter, pledging to promote gender diversity, with a target of 25% female representation in senior management by December 2020. In 2016, 16% of senior managers at Man Group were women and this has increased to 21% in 2019.
• In addition, our Chairman and CEO are members of the 30% Club, which encourages firms to adopt an aspirational target of 30% of women in senior management and on the company’s Board.
• We launched our Paving the Way campaign, which covers several initiatives to promote the industry to a wider demographic of young people, especially girls, and to champion the learning of STEM subjects, particularly maths, science, and computer programming.

Man Group’s message is: Anyone can succeed in the financial services industry regardless of their gender or background.

Together we #advance even faster!

Michael Buerer

Visit Man Group’s diversity website

Bei der Direktion der Justiz und des Innern liegt uns die Gleichstellung am Herzen. Wir wissen: Wenn alle mitdenken und mitgestalten, erzielen wir das beste Resultat. Bereits jetzt beträgt der Frauenanteil im oberen Kader 34 Prozent und über die gesamte Belegschaft sogar 48 Prozent.

Wir wollen noch viel bunter werden und streben eine möglichst ausgeglichene Verteilung von Frauen und Männern auf allen Hierarchiestufen an. Dazu habe ich folgende Massnahmen beschlossen:

• Entwicklung einer HR-Strategie, mit der wir die Ausgeglichenheit der Geschlechtsverhältnisse auf allen Kaderstufen ermöglichen wollen
• freiwerdende Stellen werden neu grundsätzlich ausgeschrieben
• alle Kaderstellen werden in einem Pensum von 80 bis 100 Prozent bei sogenannten Vollzeitstellen ausgeschrieben; sie können auch als Top-Sharing mit geringeren Pensen ausgeschrieben werden
• Ausweitung von anonymen Bewerbungsverfahren, bei denen auf Angaben wie Fotos, Zivilstand und Nationalität verzichtet wird

Ich weiss, dass wir noch nicht in der idealen Welt leben. Aber ich bin überzeugt, dass sich die Dinge in den nächsten Jahren verändern und verbessern werden. Wir leisten dazu unseren Beitrag.

Jacqueline Fehr

www.ji.zh.ch

Are you biased? Yes, you are. We all are! At Johnson & Johnson we asked our employees what biases they are confronted with in their everyday life. Through an employee campaign, everyone should become aware of the biases we all have, understand their consequences and have access to resources on how to overcome them.

The campaign was made visible at all J&J sites in Switzerland in all language regions. Additionally to the awareness creation, we helped our employees reflect and get the conversation around Unconscious Bias started in their teams. Externally, we reachead over 1 million people on LinkedIn, whereas 18 thousand people watched the campaign video. This 360° approach is the first step to overcome Unconscious Bias in Switzerland and beyond.

And what do you do to overcome Unconscious Bias?

#makeUBconscious #advance

Hear the stories yourself here!

We foster an inclusive workplace where all employees are valued and have the opportunity to reach their potential. We embrace diversity to drive innovation and deliver competitive advantage. And to be more effective, we need to build a culture of inclusion. Therefore,

• we focus on developing global mindsets, breaking unconscious bias and demonstrating the business case for diversity across all layers of the organization
• we implemented D&I accountability for all managers linked to performance review to reach our overall 40% female leaders

Recently, we were:

• named the HSBC Company of the Year at the 2019 European Diversity Awards
• ranked by Forbes as one of America’s Best Employers for Diversity and Best Employers for women
• ranked by Fairygodboss as one of the 15 best companies for women and companies where CEOs support gender diversity

We believe gender pay gap reporting is important to change and highlight a persistent issue in the current marketplace. We welcome transparency and will continue to work to build a diverse and inclusive workforce. You can read more about our efforts on our website.

Steve Hasker

Visit Thomson Reuters online

We are proud to share our progress in D&I to-date:

• Thanks to our newly introduced Key Performance Indicator System, we can more easily monitor our progress and intervene where need be.
• We have been participating regularly at the St. Gallen Diversity Benchmarking and the Advance & HSG Gender Intelligence Report to compare ourselves with other companies and take according actions.
• In 2019, we got again awarded the “we pay fair” seal of the University of St. Gallen.
• Our continuously enlarged WorkReallySmart offering helps us to position ourselves as an attractive employer, and our nomination processes are continuously challenged to be fair and inclusive.
• CultureFit 2020, our culture transformation project towards more agility, innovation and customer-orientation, also underlines our ambition for a diverse workforce and a more inclusive culture.

We are aware that we are not yet there where we want to be, even more so, we continuously work on our commitment.

Together we #advance faster!

Philipp Gmür

Visit Helvetia online

Mit Zielvorgaben für die Vertretung der Geschlechter, einer diskriminierungsfreien Personal- und Kaderentwicklung und einer guten Vereinbarkeit von Arbeit und Privatleben macht sich die Bundesverwaltung für qualifizierte Frauen noch attraktiver.

Konkret heisst dies, dass

• der Bundesrat Sollwerte und Indikatoren für die Bundesverwaltung festgelegt hat und wir diese 2019 erstmals alle vollumfänglich erfüllt haben – u. a. für die Vertretung der Frauen im Kader, die Vereinbarkeit von Arbeit und Privatleben, aber auch für die Bindung und Arbeitszufriedenheit.
• die Mitarbeitenden nach der Geburt von Kindern einen Anspruch haben, ihren Beschäftigungsgrad um höchstens 20 Prozent zu senken und ihn danach innert drei Jahren wieder zu erhöhen.

Die Massnahmen, die wir umgesetzt haben, wirken und tragen Früchte: Die Vertretung der Frauen im mittleren Kader und im Topkader sind in den letzten vier Jahren stetig angestiegen, so dass Ende 2019 die Sollwerte erreicht werden konnten. Die Bundesverwaltung ist somit auf dem Arbeitsmarkt als attraktive Arbeitgeberin gut positioniert.

Barbara Schaerer

Besuchen Sie das Eidgenössische Personalamt online

One of the focus areas in 2019 was to intensify the role of men as strong allies to women and to develop a growing pipeline of female talents. We are proud of our achievements to date.

• We conducted the first MARC session (Men Advocating Real Change) in Switzerland, a transformational program targeting male leaders that resulted in actionable commitments to make both men and women thrive at the workplace.
• Further, we are launching a new wave of the Female Sponsorship Program matching selected females at middle management level with sponsors, in partnership with a top business school.
• We tripled the number of female talents who attended external leadership skill building trainings, such as offered by Advance, and provided role-model sessions to 150 colleagues led by Dow senior female leaders.

Cultural transformation does not happen overnight. Therefore in 2020, our focus will stay on successfully engaging more men as strong allies by rolling out MARC across EMEAI focusing on leaders across the region for the highest impact.

Together we #advance faster!

Neil Carr

Visit Dow online

A truly diverse firm, Deloitte’s people represent almost 60 nationalities as well as a variety of backgrounds and generations. Building an inclusive, open, high-performance culture where everyone can thrive remains a top priority for Deloitte.

In the last years, Deloitte has continued to invest significantly in the empowerment of our people, and, more specifically, in increasing our senior female leadership via initiatives such as:

• We established the Thrive Programme for talented women across all business functions to help them grow, assert themselves as leaders and widen their scope of influence.
• We launched a sponsorship programme for female leaders as well as specific mentoring programmes for women across the firm.
• Understanding that different phases in life require different working arrangements, Deloitte offers very flexible working conditions to all its people including remote working, working part-time, taking unpaid leave (sabbatical) or buying additional holidays.
• Deloitte supports its working parents by offering generous parental leave with up to 26 paid weeks for mothers and two weeks for fathers. In addition, new mothers and fathers may take up to 26 weeks of unpaid leave and benefit from workshops and individual coaching to support the transition into their new role.

Since 2017, we have increased our senior female leadership by 6 percentage points to 26%. Also, women represent more than one third (36%) of Deloitte’s Executive team and 39% of the workforce. At Deloitte, we thrive to create an impact that matters for our clients, our people, and society at large. We look forward to continue building an inclusive culture where everybody can be their true self, is respected and can achieve their full potential.

Together, we #advance faster!

Citi has been committed to diversity for many years. We are proud that our workforce has become more diverse in terms of gender, background and age. At the heart of this is a truly inclusive culture where differences are recognized as an asset that drives innovation, and where women and men have equal career opportunities.

In our Swiss offices, we focus on raising awareness of unconscious bias among all our employees to create an inclusive culture for women and men where everyone can thrive.

• Citi Switzerland was the first office in EMEA to launch the MARC (Men Advocate Real Change) awareness training to all senior managers; the training program will now be launched in other markets in the region
• Citi has seen a significant increase in male engagement and participation at diversity events and activities
• Our Diversity and Citi Women’s Network has attracted many male colleagues to volunteer to serve on the steering committee; as a result, we are changing our name to Citi Diversity Switzerland to reflect our inclusive team

I would like to personally thank the Citi Switzerland team for their continued engagement, creativity and passion with which they drive our gender balance agenda forward. And I am particularly happy about the fact that we see more and more men joining the movement.

Keep it up! – Because together we #advance faster!

Marni McManus

https://www.citigroup.com/citi/diversity/

With full support from our Executive Committee, we have developed an industry-leading D&I strategy to create inclusive talent systems, advance health equity and increase accountability of D&I.

We have focused on mitigating bias in systems that impact the employee lifecycle and on developing flexibility in the workplace. Early in 2019, we began incorporating unconscious bias training into our talent review process to better monitor for bias in conversations regarding promotion and succession planning. We have also refreshed our systems to be inclusive of full-time equivalents. This change allows us to support and empower our employees who seek flexible work arrangements.

ADDITIONAL SUCCESSES THIS YEAR INCLUDE

• Increasing representation of women at Director-level and above roles, from 40% in 2015 to 46% in 2019
• Creating a global Talent Acquisition D&I strategy that calls for diverse interview panels, inclusive interview guides and conversations with hiring managers on bias
• Launching Ignite, our 6^th Employee Resource Network that engages and develops early-career professionals and their advocates

Our overall D&I strategy promotes accountability and equity across the organization and advances the company’s leadership in neuroscience. Looking forward, we will continue to push ownership of D&I into all talent processes, particularly through strategic collaboration with our Talent Acquisition partners.

Together, we will continue to make an impact! #advance

Katharina Gasser

Visit Biogen online

Working part-time is not a career killer at AXA: Chances for promotions are equal for full-time and part-time employees. At AXA Switzerland, we’ve increased our representation of women in Senior Management by 5% within 1.5 years.

We actively empower our people by offering flexible working models for various life phases, e.g. for young parents or those looking after ageing parents. Furthermore, we are committed to gender balance and to supporting more women to progress into senior management positions. AXA Switzerland participates in the Advance Gender Intelligence Report & St. Gallen Benchmarking.

• Equal slates to fill new positions and equal promotion chances for part- and full-time employees achieved.
• Culture of flexible working established, at AXA Switzerland also at the top: 24% of all senior managers, female and male, work part-time.
• Reflecting our efforts to promote women, at AXA XL they represented 60% of the latest promotion.

AXA Group provides access to valuable D&I resources and best practices. We are inspired by the fact that our company is a signatory of the Advance Diversity Charter and UN Global Compact’s Women’s Empowerment Principles to promote gender equality on companies’ workforce and committed to reach gender parity in our top 150 global executives by 2023 at the latest.

The journey towards gender balance is a marathon, not a sprint. We would like to take this opportunity to thank everybody who has been driving and supporting our diversity ambition.

Fabrizio Petrillo & Manuel Meier

Visit AXA diversity & inclusion online

So far, we have achieved a ratio of 47% women in leadership positions, a good age distribution and a healthy balance of different backgrounds and cultures within our company. We are embracing ‘Diversity’, yet diversity means nothing without an inclusive culture where employees feel they can speak up, share their perspectives and be heard. Therefore:

• We strengthen our inclusive culture through coaching, feedback and awareness programs on unconscious bias, in addition to developing an inclusive leadership style with all our line managers.
• We continue with our broader ‘great place to work’ agenda: A new paternity leave program allows our new fathers to be with their new-born children and families for longer to provide support during this life changing period.
• In addition, we have implemented a volunteer program to support the society and communities we live in. And we have embraced a number of sustainability initiatives including significantly increasing our ‘green’ fleet of cars.

Overall, we are making great progress and we will continue our journey.

Together we #advance faster!

Andrea Mugan

Visit AstraZeneca online

AlixPartners works with clients around the world who need decisive, informed and often urgent action. The way we work – with our clients, as well as each other – is as much a part of who we are as what we actually do.

D&I plays a critical role in our ability to perpetuate the principles of our firm, deliver against our strategic priorities, create balance in our workforce, and enable fulfilling work experiences. Our D&I strategy is focused on developing inclusive leaders, engaging all employees, and serving the communities in which we work.

While D&I principles have been core to our firm since its founding, we have launched many targeted actions and are able to reflect on their results contributing to driving greater diversity across our firm:

• We engage our people with Employee Resource Groups to promote an inclusive and supportive environment.
• We have increased our share of female colleagues globally as well as gender and minority representation on our Board.
• We are a top 20 “Best firm to work for“ (Consulting Magazine) and a “top place to work for LGBTQ+ equality” (Human Rights).

I am proud of the progress we have made. Our people recognize that we are serious about inclusion, and that we are making a conscious effort to improve diversity. We have a solid foundation in place to ensure our people feel a true sense of belonging at AlixPartners and will continue to invest in an inclusive culture and hold ourselves and our colleagues accountable.

Beatrix Morath

Visit AlixPartners online