More than 11,000 employees work for Raiffeisen in more than 800 municipalities all across Switzerland. The open corporate culture with div­erse teams ensures success and res­ilie­nce and contributes to Raiffeisen remaining a popular employer in future.

An important employer

Raiffeisen is an important employer in Switzerland. It provides its 11,465 (previous year: 11,207) employees, of whom 42.4% (previous year: 42.0%) work part-time, with very good employment conditions, exciting tasks and modern workplaces. Raiffeisen attaches great importance to all employees having the same opportunities to realise their potential, and invests in their development and in attracting new talent. Encouraging solidarity and corporate engagement and maintaining a respectful dialogue with staff is something that matters to Raiffeisen as a cooperative.
Evolving towards an agile culture in the company is one of the objectives in the Raiffeisen 2025 strategy. Fostering employees’ skills and diversity is one of the ten guiding principles in the strategic sustainability framework Sustainability report.

Corporate culture and diversity

Teams composed of employees from different professional backgrounds, men and women, young and older people and people from different cultures have a demonstrably positive effect on a company's economic success. This has been shown in various academic studies. It is therefore important to Raiffeisen to encourage and promote diversity and equal opportunities.
The basis for this is Raiffeisen Switzerland's employment policy entitled "Equal treatment and harassment at work", which prohibits discrimination. It forbids physical and mental harassment, calls for equal treatment and offers prevention, support and advice. Already in the recruitment process, no distinctions are made between nationalities, ethnicities, religion or minorities. The key criteria for hiring decisions are training, skills and the experience required. Raiffeisen Switzerland recommends that the Raiffeisen banks adopt this employment policy.
Raiffeisen sees equality of opportunities as the basis of its corporate culture. To ensure this is firmly embedded in all staff, Raiffeisen took various actions in 2021 as part of the Raiffeisen 2025 strategy. Under the heading "TransformationTRAILs", Raiffeisen Switzerland held several workshops for staff on strategy, culture, diversity and working together. On average, 93% of all employees of Raiffeisen Switzerland took part in these. Raiffeisen Switzerland won the Swiss HR Award 2021 in the Culture & Change category from specialist magazine "HR Today" for the launch of its "TransformationTRAILs".
The modules from this programme are also available to the Raiffeisen banks as "RaiffeisenbankTRAILs". 2021 saw over 200 employees take part in seven Creation Day workshops, working on the topics "Collaboration", "Tools & Methods" and "Innovation". In doing so, they laid the foundations for the process of change at the Raiffeisen banks.
Raiffeisen also pushed ahead during the year with the Balanced Organisation project. This too aims to promote diversity, inclusion and equal opportunities within the Raiffeisen Group and raise awareness of these issues among staff at all levels. Several new platforms were created in 2021 as a result. For example, a new career web page was launched and the following employee networks set up:
  • Raiffeisen Unique: committed to promoting gender equality
  • Languages and Culture: committed to promoting linguistic and cultural diversity at Raiffeisen
  • Queer Community: promotes the visibility, recognition and equality of LGBTQIA+ employees at work
Every two years, Raiffeisen Switzerland engages an external firm of consultants to conduct an employee survey. 81% of staff took part in the 2021 survey. The results show that employees identify strongly with Raiffeisen as an employer. Also, those questioned had a much more positive view of equal opportunities than was the case two years ago. These findings will now feed into the Balanced Organisation project.
The Raiffeisen banks have the option to conduct their own staff survey with the same external partner.

Targeted promotion of gender diversity

Increasing the percentage of women in senior and management positions is a priority at Raiffeisen. The goal is to increase the share of women in senior positions across the Group to at least 30% by 2022. The Group has not quite hit this target yet. In 2021 women held 28.5% of senior and management positions (previous year: 27.4%).
A mentoring programme was established during the year under review to specifically encourage top female performers. This will see selected women at various levels of management accompanied by a mentor (of either gender) for a year. The programme gives mentees the chance to develop their individual professional and social skills and focus on the next step in their career. At the same time, the programme provides an excellent opportunity for networking within the Raiffeisen Group. The success of the mentoring programme will be reviewed regularly.
Raiffeisen Switzerland is working on further measures to support women and supplement its current training and development programme. For example, Raiffeisen is a member of the Advance Gender Equality in Business network.
To verify equal pay for men and women, the Raiffeisen Group carried out an analysis of pay equality with an external partner for Raiffeisen Switzerland and some of the larger Raiffeisen banks. The analysis confirmed that Raiffeisen upholds equal pay. As a result, Raiffeisen Switzerland was awarded the SGS Fair ON Pay certificate. Raiffeisen Switzerland intends to conduct such analyses at regular intervals, so as to boost fair and attractive conditions of employment and meet the requirements of the Gender Equality Act.

Staff structure by management level

Total numberPercentageTotal numberPercentage
BoD members 1,4081,355
under 3020.100.0
over 5091665.189566.1
Management (all levels)4,7054,910
Senior management members1,3121,351
under 3090.7120.9
over 5050038.155140.8
Mid-level and lower management 3,3923,559
under 302928.63178.9
over 5096928.61,01428.5
Other employees 5,8175,866
under 301,99134.21,98333.8
over 501,29022.21,33222.7
1 Because of different methods of calculation, the staff numbers in this table differ slightly from those shown in the key figures.

Other key staffing figures

Unit20201 2021
Average length of serviceyears10.510.7
Average age of employeesyears40.841,0
Employee turnover (including changes within the Group)2%11.110.4
Return to the workplace after maternity leave3%8994
Amount spent on trainingCHF14,557,32516,781,716
Amount spent on child careCHF326,920336,508
1 Because of different methods of calculation, the staff numbers in this table differ slightly from those shown in the key figures.
2 Number of resignations of the entire year compared to average number of employee.
3 Number of employees working again after maternity leave (excluding Raiffeisen banks and Group companies).

Attractive employment conditions

Raiffeisen is an attractive employer. Thanks to the excellent conditions of employment, the way the corporate culture is lived out and the fascinating areas of activity, Raiffeisen is able to build up long-term relationships with staff. These relationships are a core driver of the organisation's success. Raiffeisen encourages entrepreneurship among employees by specifically delegating responsibility and giving them considerable freedom to make their ideas a reality. Flexible work hours are provided across all levels of the hierarchy wherever possible. Raiffeisen Switzerland also has Raiffeisen FlexWork, which allows staff to spend up to 80% of their time working from a place of their choice, in consultation with their line manager and if compatible with the activity. This approach accommodates employees' individual needs and improves their work/life balance.
With regard to the amount of holiday, Raiffeisen is above the average for Swiss companies, and it also offers alternative holiday models. Depending on their age and seniority, employees have 25 to 30 days of holiday per year. Since 2018 employees have also been able to buy additional days of holiday or save up days for extended individual breaks.
Raiffeisen Switzerland is subject to the collective Agreement on Conditions of Employment for Bank Employees (ACE), which governs the rights and participation of employees and of Raiffeisen Switzerland's seven-member Employee Committee. Raiffeisen banks are not subject to the ACE, but its provisions are contained in the Raiffeisen banks' "Participation agreement" staff information sheet.
The fact that Raiffeisen is an attractive employer is confirmed by the Universum ranking produced by Universum Communications Switzerland AG, an employer branding specialist. In 2021 Raiffeisen was ranked among the top 35 employers in Switzerland. This put it seven places higher than even Raiffeisen itself had been aiming for. Under the Raiffeisen 2025 strategy, Raiffeisen is keen to break into the top 25.

Staff structure by employment relationship

Total numberPercentageTotal numberPercentage
Permanent employees211,20711,465
Full-time positions6,4976,605
Part-time positions4,7104,860
Temporary staff (temporary workers/interns) 1,0731,103
External employees (Raiffeisen Switzerland) 454449
Employees abroad 44
1 Because of different methods of calculation, the staff numbers in this table differ slightly from those shown in the key figures.
2 Number of employees excluding temporary employees/interns/cleaning staff, including apprentices.

New remuneration model and ongoing performance dialogue
at Raiffeisen Switzerland

With effect from 1 January 2021, Raiffeisen Switzerland has based its remuneration model on the new strategy. Total remuneration generally remains the same; however, individual bonus payments were eliminated and a collective profit-sharing element was introduced. The profit-sharing element will be in the single-digit percentage range for individual employees, measured against their basic remuneration. The emphasis is therefore on collective performance. The new remuneration model also applies to the members of the Executive Board of Raiffeisen Switzerland.
Since the new remuneration model was introduced in the organisation, special team performance by working groups within and across disciplines is given visibility and rewarded. Managers also have the ability all year round to reward above-average performance flexibly and unbureaucratically – for example in the form of a joint outing or another non-monetary surprise.
Following the introduction of the new remuneration model, Raiffeisen Switzerland has refined the ongoing performance dialogue process that has been in place for several years. The process provides for regular dialogue between employees and managers to discuss individual development planning and define appropriate measures. As part of the Raiffeisen 2025 strategy, the Raiffeisen Group has set itself the goal of systematically assessing personal development needs for all Raiffeisen employees from 2022 onwards. This has already been done on a systematic basis for all staff at Raiffeisen Switzerland since 2021.

Occupational health management

At the same time as the new remuneration model, Raiffeisen Switzerland also launched an extensive occupational health management programme for staff called "Healthy Living & Working". Employees can choose from various offerings, such as talks and courses on different health issues. Particular themes are highlighted in changing campaigns and on health days. The offering also includes case management and free physical and mental health checks. Raiffeisen Switzerland is keen to encourage sustainable living and working and raise employees' awareness of their health.

Family policy

Raiffeisen Switzerland provides modern-day benefits for families. Mothers at Raiffeisen receive 16 to 24 weeks of maternity leave, depending on their length of service. Fathers are entitled to 15 paid days of leave upon the birth of their own children or upon adoption, which they can take up to one month before and up to six months after their child is born or adopted. Women are guaranteed continued employment at a level of at least 60% in an appropriate function after their maternity leave. If a child is sick, parents receive up to five additional days of paid time off. These rules apply to same-sex couples as well.

Counselling for personal challenges

In addition to the counselling services provided by Human Resources, all Group employees have had access to an assistance programme through external partner RehaSuisse for several years now. This employee assistance programme provides anonymised help on professional or private issues and health matters. RehaSuisse has clear processes, psychological expertise and extensive experience in the social insurance sector, allowing it to play a significant role in handling difficult situations. As an employer, Raiffeisen is thus able to act appropriately even when employees find themselves in challenging situations.

Staff development for specialists and managers

Digitalisation, regulatory tightening, changing customer needs and a fast-moving environment have raised the bar for the skills that employees need. It is important for employees to continue learning and remain employable. Raiffeisen therefore encourages its staff and makes targeted investments in their training and continuing education.
Digitalisation is not just about learning content but also affects how staff development is implemented. Online courses, e-learning, video-based forms of learning, etc. are becoming increasingly common in the world of professional development. They make it possible to react quickly to changes and pick up current issues in a timely manner. The fact that they can be used anywhere at any time also cuts down on travel and absences. Not only do they provide modern ways of training suitable for the times, they also contribute to sustainability. During the year under review, Raiffeisen held the majority of its internal training and continuing education events online.
Managers and non-managerial employees can tap into a broad array of technical, leadership and advisory training courses, as well as personal development opportunities. The training offering is tailored to the needs of the various target groups. There are specific programmes for career starters, Executive Board and Board of Directors members, advisors and specialists. Employees can also enrol in various programmes developed specifically for Raiffeisen in cooperation with Lucerne University of Applied Sciences and Arts. In addition, Raiffeisen encourages life-long development. The continuing education offering includes seminars for those preparing for retirement. These courses deal with issues such as prospects, health, a network of relationships and pensions.

Investments in training and continuing education

In 2021 Raiffeisen invested CHF 16.8 million (previous year: CHF 14.5 million) in employee continuing education. In the years ahead, a substantial number of 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.

Continuing education

Certification as an advisorTotal number394241
Continuing educationParticipant days13,88411,360
Courses heldTotal number 887695
Training programmes are designed with specific goals, assessed by attendees and continuously improved. Strategic training requirements for individual employees are determined through a carefully specified process in close consultation with the people working in the relevant environment. In addition, Raiffeisen promotes the personal and professional development of its managers and employees, so they can actively move their teams forward.

Training young people

Young people are a key factor in Raiffeisen's future success. Raiffeisen's focused training programmes for young people are an expression of its social responsibility for large numbers of young people throughout Switzerland. At the end of 2021, 726 people (previous year: 714 people) were on a training programme for young talent. 48% of them (previous year: 47%) were female. Raiffeisen offers a wide range of training placements 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 information technology (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
  • Federal VET diploma in client communications
Offering for secondary school students:
  • Commercial secondary school internship
  • Business secondary school internship
  • Computing secondary school internship
  • Bank entry for secondary school leavers
Offering for graduates:
  • Trainee programme
  • University internships
Investing in training young people pays off: Many of those trained at Raiffeisen stay with the company after completing their apprenticeship, internship or trainee programme and take the opportunity to continue developing at Raiffeisen.