Raiffeisen: An attractive employer

Raiffeisen offers its 10,838 (previous year: 11,158) staff members at every level outstanding employment conditions, engaging tasks and modern workplaces. It also stresses the importance of providing equal opportunities and invests in its employees and in recruiting new talent in the labour market.

The banking group's corporate culture plays a critical role in this respect. Raiffeisen encourages intrapreneurship, solidarity within the cooperative and sustainable engagement with all stakeholders. Its efforts have resulted in an extended track record of top scores on kununu, an employer rating platform. Raiffeisen remains the best-liked employer in the Swiss banking industry.

Attractive employment conditions

The Raiffeisen brand has a strong position in the labour market. Thanks to outstanding working conditions, Raiffeisen has succeeded in building long-term relationships with its employees. These relationships are one of the core drivers of the organisation's success. By specifically delegating responsibility, Raiffeisen encourages intrapreneurship among employees and gives them considerable freedom to make their ideas a reality – in both their professional and personal lives. Flexible work hours are provided at all tiers in the hierarchy wherever possible. All told, 33.42% (previous year: 33.15%) of Raiffeisen employees work part-time.

Raiffeisen grants more holiday leave than average for Swiss companies and provides alternative holiday models. Employees receive between 25 and 30 days of paid holiday leave, depending on their age and pay grade, and can now buy additional days of paid holiday leave. In addition to service anniversaries, there is now a holiday savings model with employer participation that allows all employees to take a sabbatical.

Family policy

Raiffeisen also has generous family policies. It offers mothers 16 to 24 weeks of leave depending on how long they have been with the company. Fathers are given 15 additional paid days off, which they can take up to one month before or six months after their child is born. In addition, women have a guarantee of continued employment at 0.6 full-time equivalents (FTEs) or more in an appropriate function after maternity leave. If a child is sick, the parents will receive up to five additional days' paid time off.

Training tomorrow's workforce

Young Raiffeisen employees are a key factor in the company's success. Raiffeisen offers a wide range of training programmes to give young people with different educational backgrounds a solid career start:


  • Federal VET diploma in business administration (banking; service and administration)
  • Federal VET diploma in computing (systems engineering; application development)
  • Federal VET diploma in ICT
  • Federal VET diploma in mediamatics
  • Federal VET diploma in interactive media design
  • Federal VET diploma in child, adult and elder care
  • Federal VET diploma in facility maintenance

Secondary school students:

  • Commercial secondary school internship
  • Business secondary school internship
  • Computing secondary school internship
  • Bank entry for secondary school graduates

University graduates:

  • Trainee programmes for university graduates
  • University internships

Raiffeisen's focused, systematic training programmes are an expression of its social responsibility for large numbers of young people throughout Switzerland. At the end of 2018, 764 (previous year: 770) individuals were participating in one of the above training programmes; 45% (previous year: 49%) of them were women. It is a sound investment: many young people stay with the company after completing their training in order to continue their personal and professional development at Raiffeisen.

Staff and leadership development

Digitalisation, regulatory tightening, changing client needs and a fast-moving environment have raised the standards for employees' hard, soft and technological skills at Raiffeisen. It has become ever more important for employees to continuously improve their skills and thus remain employable. To meet this challenge, Raiffeisen specifically invests in training and education and supports its employees at all levels.

Managers and non-managerial employees can tap into a broad array of technical and sales training courses, as well as personal development opportunities. The training modules are tailored to the needs of the various target groups. For example, there are specific programmes for career starters, C-suite executives, board members, sales units, advisors and specialists. Employees can also enrol in various CAS, DAS or MAS degree programmes, all developed specifically for Raiffeisen in cooperation with the Lucerne University of Applied Sciences and Arts. In addition, seasoned managers support talented staff in their individual development as part of a long-term mentoring relationship across different levels of experience and hierarchical tiers. Raiffeisen also promotes lifelong development and offers seminars on prospects, health, relationship building and pensions for employees approaching retirement age.

Training programmes are constantly being developed with specific goals, assessed by attendees and continuously improved. Raiffeisen puts a premium on cooperation and collaborative learning – whether done on digital discussion platforms, among seminar attendees or between specialist areas. Anywhere Anytime Learning has grown in importance due to the rising need for continuing education and development opportunities that are not restricted to particular workplaces, places of residence or other life circumstances. This need is increasingly being met by digital self-learning programmes.

Raiffeisen believes strongly in the importance of its leadership culture. Accordingly, it puts a very high priority on developing its managers and cultivating an appreciation of shared values. Strategic training requirements are determined through a carefully specified process in close consultation with the people working in the relevant environment. In addition, Raiffeisen encourages its managers to develop themselves and their employees both personally and professionally and bring their teams forward.

All told, Raiffeisen invested CHF 16 million (2017: CHF 17 million) in employee development in 2018. 532 (2017: 430) internal training courses were held during the year. In the years ahead, a substantial number of Raiffeisen employees will receive more intensive training in empowerment, media literacy and methodological skills in order to be better prepared for the challenges and opportunities presented by digitalisation. Another goal consists of refining the ISO-17024 advisor certification, which is accepted throughout the industry. Raiffeisen also makes sure that it takes on a reasonable number of trainees each year given its total headcount.

Diversity and equal opportunity

Studies show that providing equal opportunities and thus increasing diversity have a positive impact on a company's bottom line. Switzerland lags behind other European countries when it comes to gender equality at work. Raiffeisen views diversity and equal opportunity as key drivers of economic success.

At Raiffeisen Switzerland, diversity and equal opportunity are the responsibility of the Finance & Human Resources department, particularly the Human Resources division. The company takes a holistic approach to ensuring diversity and equal opportunities for all employees, treating these issues as important leadership skills and integral parts of the corporate culture. Through these efforts, Raiffeisen Switzerland aims to rigorously strengthen equal opportunity at all levels of the Raiffeisen Group. Raiffeisen Switzerland's HR specialists are trained diversity and equal opportunity experts who share their expertise with our managers to support employee recruitment and development. The "Vive la Différence – Führung der Zukunft" (Vive la Différence – Leadership of the Future) event series sensitises managers to equal opportunity and unconscious biases in decision-making in day-to-day management. Raiffeisen Switzerland was also a development partner of the Competence Centre for Diversity and Inclusion (CCDI) at the Research Institute for International Management at the University of St.Gallen and to this day remains in regular contact with the institute.

Raiffeisen Switzerland has made it a strategic priority to raise the percentage of women in management positions. The Group wants to have women in 30% of management positions (currently: 27%). In addition to Raiffeisen's existing training and continuing education programme, the Women 3.0 programme offers talented women a wide range of internal and external opportunities for targeted continuing education and cross-company networking. Raiffeisen partners with the Advance Women in Swiss Business and the Business & Professional Women (BPW) networks.

Finally, regular analyses and a dashboard keep the focus on the right levers for promoting diversity and equal opportunity.

Counselling for personal challenges

In addition to the counselling services provided by Human Resources, Raiffeisen employees throughout Switzerland have had access to a social counselling service through an external partner, Reha Suisse, for several years. The service offers anonymous assistance with work, home and health issues. Reha Suisse supports employees professionally and efficiently and provides viable solutions. Its clear processes, psychological expertise and extensive experience in the social insurance sector are of great help in handling difficult issues. Through this partnership, Raiffeisen is able to respond appropriately and effectively to unusual, challenging situations in its employees' lives.

Raiffeisen Group figures


2018 1

2017 2

Number of permanent employees 3



Total number of women



Total number of men



Number of full-time positions 3


not surveyed

Total number of women


not surveyed

Total number of men


not surveyed

Number of part-time positions 3



Total number of women


not surveyed

Total number of men


not surveyed

Number of temporary staff (temporary workers/interns)


not surveyed

External employees (Raiffeisen Switzerland)


not surveyed

Employees abroad


not surveyed

Number of BoD members 4


not surveyed

of which women

351 (23%)

not surveyed

Total number of managers



of which women

1’225 (27%)

1288 (27%)

Number of board members (senior management)


not surveyed

of which women

157 (12%)

not surveyed

Number of mid-level and lower management


not surveyed

of which women

1’068 (33%)

not surveyed

Number of other employees


not surveyed

of which women

3’843 (69%)

not surveyed

Number of trainees



of which women

336 (47%)

354 (51%)




Average length of service in years



Average age of employees in years



Employee turnover (including changes within the Group) in % 5



Amount spent on training in CHF



Amount spent on child care in CHF



Return to the workplace after maternity leave in % 6



1 Due to a different calculation methodology, the number of people in the table with the key figures of the Raiffeisen Group diverges slightly from the key figures.

2 The 2017 figures included employees of Notenstein La Roche Private Bank Ltd.

3 Number of employees excluding temporary employees/interns/cleaning staff, including apprentices.

4 Number of board of directors members, including members with audit committee tasks.

5 Number of resignations and transfers of the entire year compared to average number of employee.

6 Number of employees working again after maternity leave (excluding Raiffeisen banks).