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• Work Environment(selected)
• Employee Representation
• Business School
  • Overview
  • Quality Assurance in Client Advisory Services
  • Leadership Training
  • Fostering the Exchange of Experience
  • New Learning Technologies
  • Assessing Impact
• Nurturing Young Talents
• Health and Flexibility
• Global Diversity and Inclusion
  • Overview
  • Approach and Strategy
  • Global Employee Networks
  • Partners and Awards
  • Career Development

Work Environment

Our sustainable and efficient HR policy makes us an innovative and attractive employer.

Promoting internal mobility, recruiting talent, encouraging sustained employee development, and offering competitive salaries and fringe benefits are all factors that make Credit Suisse an innovative and attractive employer. Our people work together across regions and divisions. This lively exchange of information and experience creates new business opportunities that in turn benefit our clients.

Number of Employees by Division

Number of Employees by Region

Internal Mobility

Internal mobility plays an important role in our global organization. By advertising - and filling - vacant positions across countries and units we promote an exchange of ideas, mutual understanding and equality in all disciplines and cultures.

Cross-border mobility: Employees of Credit Suisse work in an environment that favors international assignments.

Sustainable Staff Development and Employee Survey

Our human resources development policy ensures that employees receive encouragement and support from the moment they join the company through to retirement. Regular assessments help us make sure that our employees can constantly broaden their knowledge and abilities in order to respond to the needs of our clients.

We believe that employee satisfaction and motivation have a decisive impact on performance and we therefore invest substantial resources in executing a global Employee Engagement Survey. The survey results help line managers to identify the needs of their employees. At the same time, the results provide management with a representative picture of employee satisfaction.

In 2009, 84% of our workforce took part in the survey, the highest rate of participation since it was launched in 2006. The results were above average compared to other firms in the financial sector. In an effort to continuously enhance our feedback culture, we decided to modify the format of the survey in 2010. The new survey, which was conducted for the first time in April 2011, enables us to better analyze our employees' level of satisfaction with their role.

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