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Equal opportunities for employees. Global diversity and inclusion.

Having a diverse workforce contributes to wide-ranging expertise, creates broad networks and fosters an inclusive and open corporate culture. This helps us deliver high-quality products and services to our clients. And to work together effectively across the bank.

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Approach and Strategy

To deliver high-quality products and services to our clients and to work together effectively across the bank, we require employees with different mindsets and wide-ranging experience. The diversity of our workforce provides us with a better understanding of client needs, cultural aspects and regional markets. We believe that it also opens up a broader range of business opportunities for our company.

As a responsible employer, we are committed to providing and promoting equal opportunities, regardless of ethnicity, nationality, gender, sexual orientation, gender identity, religion, age, civil or marital status, pregnancy, disability, or any other characteristics protected by law.

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An Integral Part of Our Corporate Strategy

Our internal experts work closely with our businesses across the globe to ensure that a diversity and inclusion framework is firmly embedded in our corporate culture. They partner with managers on the planning and implementation of initiatives to promote an inclusive working environment. We also consider it important to engage in a dialogue with external partners in the area of diversity and inclusion.

 Bloomberg Gender-Equality Index for 2020

Awards and Partnerships

As part of Credit Suisse's continuing commitment to gender equality, we are proud to be included in the Bloomberg Gender-Equality Index for 2020.

In addition, we demonstrate our commitment to diversity and inclusion through signing charters and promoting an inclusive and non-discriminatory workplace. Through our efforts, Credit Suisse has garnered awards from numerous organizations, including the below examples.

  • Gender

  • LGBT+

  • Race & Ethnicity

  • Diversity & Inclusion

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Support Programs and Mentoring

Promoting equal opportunities for women remains a key topic at Credit Suisse. In 2018, women accounted for 36% of our total workforce and 21% of our senior leadership (Directors and Managing Directors). We want to further increase the proportion of women in specialist and management positions within the bank. Furthermore we run programs to attract talented female professionals to our company.

Real Returns

2018 marked the fifth year of Real Returns, an initiative launched in 2014 in the US and then extended to the UK, Switzerland and Asia Pacific, that gives talented and experienced professionals who have taken an extended career break the opportunity to transition back into the workplace through a structured program. Real Returns enables participants to leverage their professional skills and networking capabilities through a program that combines challenging project work, training, mentoring and new networking opportunities. The program runs for approximately 12 weeks, and has seen the participation of 295 professionals in 17 classes since its launch. Over 60% of participants subsequently obtained a permanent position at Credit Suisse.

Our efforts to promote women within our company include a variety of mentoring offerings and training programs designed specifically for women. Here are a few of our current mentoring offerings:

  • Switzerland: A total of 125 women began a one-year cross-divisional mentoring program. 70 employees from across the organization joined the 5th cycle of the Generational Mentoring Program.
  • Americas: A program was launched where senior leader acted as mentors for selected high potential diverse talents.
 

Women in Finance Charter

Credit Suisse first signed the Women in Finance Charter in June 2016. Together with over 330 other financial services organisations in the UK, we have pledged to support the progression of women into senior roles across the UK Legal Entities.

The Executive Committees of the UK Legal Entities, and the leadership teams of each respective Executive Committee member, will aim for a minimum of 35% female representation by 2020. As of August 2019, we exceed this target on an aggregate with over three-quarters of committees achieving this already. Therefore we believe we are on track for our overall target for 2020.

Our commitment to the Charter builds on existing Credit Suisse initiatives designed to improve gender equality across our organisation. These initiatives include an annual strategic review of gender across all divisions and functions; using technology to reduce potential unconscious bias in our recruitment process; our high-profile Real Returns hiring program; Parental Transition Coaching for employees departing for, or returning from, parental leave; enabling flexible working; and encouraging networking, personal and professional development through our active EMEA Women's Network and award-winning Women Connect initiative.

Women in Finance Charter (PDF, EN)

Credit Suisse UK Entities Gender Pay Gap Report

As a bank, we believe that the public reporting of Gender Pay Gaps is an important step in understanding and tackling gender equality issues and our 2019 UK Gender Pay Gap (PDF) report is our third such disclosure. We are pleased to say that this also is the third consecutive year in which our overall Gender Pay Gaps have narrowed.

The narrowing of the gap for 2019 as against the 2018 overall hourly mean was -1.8 percentage points and -1.1 for the median; relatively small reductions, but clear evidence that the initiatives we have put in place are having a tangible impact.

At Credit Suisse, we know the importance of a gender diverse workforce and we have adopted a robust, data-driven approach to determining the root causes of our Gender Pay Gap and to close the gap, building upon what already works and enhancing other areas where we can effect change.

Global Employee Networks

Credit Suisse supports multiple internal employee networks worldwide that serve as a platform for the exchange of knowledge and experience, thus fostering mutual understanding and helping to strengthen our corporate culture.

These networks – which are run by employees on a voluntary basis – are dedicated to women, families, lesbians, gay, bisexual and transgender individuals (LGBT), people with disabilities, US veterans, the older and younger generation, and employees from various ethnic backgrounds. In 2018, these networks organized more than 370 events worldwide.

  • Networks for Women

  • The Career Network

  • Networks for Lesbians, Gays, Bisexuals, and Transgender Individuals (LGBT Networks)

  • Multicultural Networks

  • Networks for Families

  • Disability Interest Forums

  • Junior Professionals / Next Generation Network

  • Work/Life Integration Forums

  • Network for Very Experienced Professionals (VEP Network 45+)

  • Americas Veterans' Network

Celebrating LGBT Pride

During June and July we were recognizing and celebrating LGBT Pride with our employees and local communities. As many of our colleagues around the world joined in Lesbian, Gay, Bisexual and Transgender (LGBT) Pride celebrations, Antoinette Poschung, Global Head of Human Resources spoke with Adrian Köstli, International Wealth Management and LGBT & Ally Network committee member. The two talked about the importance of employees feeling comfortable to bring their whole identity to work. They also discussed the role of LGBT allies and how we are creating an ever more diverse and inclusive workplace at Credit Suisse.

 

The Credit Suisse Hong Kong LGBT Open Network was recently awarded LGBT+ Network 2019 winner. In addition, we achieved the Gold Standard once again in the Community Business LGBT+ Inclusion Index, ranking 8th for our ongoing commitment to diversity and inclusion. Watch the video to learn more: