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Talent development. Fostering employees.

We offer our employees continuous training and professional development opportunities. These are designed to strengthen their competences and prepare talented individuals for key roles. This also helps ensure that the quality of our service and advice continues to evolve with market changes and client needs.


Quality assurance in Client Advisory Services

Leadership & Professional Development specialist units work with the different business areas to develop development initiatives and training programs designed to train employees, managers, and young talents to be professional and reliable partners for our clients.

Ensuring a high level of client satisfaction is essential to our business. We want to make sure that our products and services meet the needs of our clients and that we enjoy their sustained trust through professional and comprehensive advice.


Client advisor programs

Enhanced advisory quality: certification of Relationship Managers

Our employee training and development programs enable us to further improve the quality of our service and advisory offering, and to continuously adapt our business to evolving market and client needs. Our One Curriculum training program provides a comprehensive onboarding plan for our employees in our Swiss Universal Bank and International Wealth Management divisions, delivering information and training about specific products, solutions and advisory offerings, as well as giving an insight into compliance and risk. Our Conduct and Ethics Standards are also an integral part of this onboarding program. Since 2017, our client-facing employees have been required to complete the Swiss Association for Quality (SAQ) certification. This further increases the cooperation between Swiss banks and institutions in the area of professional development. To date, around 2,300 client-facing Credit Suisse employees have obtained SAQ certification and more than 500 candidates are currently going through the SAQ certification process.


Committed to compliance and control

Maintaining a robust compliance and control culture is another important way in which we gain the trust of clients, as well as investors and regulators. At Credit Suisse, we strive to conduct our activities according to the highest standards of due diligence and in strict compliance with legal and regulatory requirements in all our markets globally. We expect each employee to be personally accountable for ensuring the activities within their remit are compliant with our internal rules and policies and for reporting or escalating issues of concern.

Conduct and Ethics Standards

The way we interact with clients, external stakeholders and each other is of key importance for the delivery of our strategy. At the same time, shareholders, clients, employees, legislators and policymakers are focusing increasingly on the ethics, behavior and integrity of banks. With the introduction of a set of six Conduct and Ethics Standards across the bank in 2017, we have sought to ensure a common understanding and consistent expectations in respect of our culture and conduct. The Conduct and Ethics Standards are underpinned by a governance framework consisting of a Group Conduct and Ethics Board (CEB) chaired by two of the Group’s Executive Board members, as well as dedicated divisional CEBs and a joint CEB for our Corporate Functions. Our Conduct and Ethics Standards are sponsored by the Board of Directors and the Executive Board of Credit Suisse, which underscores their strategic importance to the bank. While continuing to reinforce the behavior we expect from employees, we achieved a solid baseline of awareness and understanding of the Conduct and Ethics Standards in 2018 as a result of consistent, sustained communication – both on a top-down basis from the Executive Board and through divisional and functional face-to-face dialogue. Our Conduct and Ethics Standards are an integral part of our core HR processes, including recruitment, onboarding and performance management. While reinforcing and strengthening the way we reward positive conduct and commitment, as demonstrated by the Credit Suisse Employee Awards, we also continue to address negative behavior through our repositioned and targeted disciplinary process.

Additionally, in 2018 we appointed a conduct and ethics ombudsperson within Credit Suisse who serves as an immediate point of escalation for any potential sexual harassment issues. This ensures appropriate senior management awareness and will have a direct impact on our ability to promote a culture of equal opportunity and fair treatment within the organization.

Client skills and compliance

Credit Suisse offers employees a wide range of training programs involving traditional classroom instruction, e-learning, video-based courses and online learning communities. Additionally, employees can complete short training programs on their mobile devices, enhancing the user experience. Each employee completed at least four mandatory training modules in the course of the year, depending on his or her area of responsibility. In 2018, we launched over 60 new mandatory e-learning programs on regulatory topics such as financial crime, cyber security and information awareness, as well as compliance with our Conduct and Ethics Standards.

Our client-facing employees complete courses on cross-border activities and on EU requirements such as the EU Markets in Financial Instruments Directive II (MiFID II). In addition, a new course on general data protection was conducted to train all relevant personnel before the new General Data Protection Regulation (GDPR) came into force in May 2018.

Talent development key figures

In 2018, we offered our employees around the globe a wide range of specialist courses and trainings.

Our talent development activities 2018 − in numbers

classroom leadership training sessions
participants in instructor-led courses
classroom-delivered training days
thousand participants in e-learning courses
young people in education benefited from a structured training

Leadership development

We remain committed to investing in our future leadership at Credit Suisse. In 2018, we continued to run the Management Excellence Program and the Leadership Development curriculum to actively train and support the development of Credit Suisse leaders at various stages of their careers. All programs are based on the Conduct and Ethics Standards and our Credit Suisse-specific leadership model. In 2018, a total of 4,040 Credit Suisse managers participated in these programs. During the year, we launched the Senior Talent Program (STP), which is designed to further enhance the potential of our most talented senior leaders. The STP aims to accelerate the development of leadership skills and to prepare the next generation of Credit Suisse leaders. Participants enroll in three modules to learn about the challenges of the future, to deepen their understanding of all Credit Suisse businesses and to gain continuous exposure to the most senior leaders of our bank. Additionally the program fosters personal development based on feedback from diverse sources as well as executive mentoring and coaching.


A culture of performance and development

Our employees' performance objectives are aligned with the Group's strategy, which places clients at the center of all that we do. We measure our employees' performance based on their contribution to the achievement of our business goals and against our Conduct and Ethics Standards to ensure that the Group’s expectations in respect of conduct and cultural behavior are reflected and embedded in our daily work. Our globally consistent performance management process enables line managers to assess the performance, behavior and development potential of employees throughout the year. The setting of clear objectives at the beginning of the year, followed by a mid-year and a year-end review, allows line managers to perform a comprehensive individual performance evaluation supported by global process standards and guidelines. Line managers complete various training courses in which they learn how to support team members in achieving their professional objectives. Furthermore, the performance assessment process allows us to identify the potential of our employees in order to effectively manage our pool of talent and support individual development.

We offer our employees market-driven and competitive rates of pay based on performance-related compensation structures. In doing so, we not only take account of employee interests but also consider our obligations towards our shareholders as well as regulatory expectations.. Our compensation plans are aligned with our strategic ambitions and developed in close consultation with shareholders and in accordance with regulatory requirements.


Investing in Young Talent

We provide a wide range of attractive opportunities for young professionals and graduates who are interested in pursuing a career at Credit Suisse. Junior hires receive specific training, mentoring and career advice, aiding their transition to full-time employment. We are also committed to promoting diversity within our campus programs. One example is our award-winning Steps to Success program, now in its sixth intake, which offers university scholarship funding for UK and US students from underprivileged and underrepresented backgrounds.

Credit Suisse collaborates with leading universities around the world to source graduate talent. We deliver university courses including the Financial Risk Analytics and Business Management course at BITS Pilani, India, and we conduct interactive webinars such as case studies on impact investing and sustainability investments delivered by experts from our Asia Pacific division to prospective campus recruits studying at universities globally. In Switzerland, we offer a course on private banking at the University of Zurich and partner with the University of St. Gallen (HSG) in offering a seminar where students analyze current business challenges.

Additionally, we develop and support our youngest employees. Credit Suisse apprentices went on assignment to Wroclaw, London and New York in 2018 to work on various projects and to increase their multicultural competencies. We continue to invest in our apprentices after graduation: in 2018, 73% were offered a permanent position at Credit Suisse. In 2018, Credit Suisse ran coding competitions around the globe to encourage the best developers to embark on a career in the fintech space. In our Swiss home market, where Credit Suisse is one of the country's biggest employers, we offer opportunities for a large number of young people who are interested in starting a career in banking.

Population of Young Talents and campus recruits in our Swiss home market in 2018

students in a Career Start Program
internships (from 12 weeks to 6 months)
Young Talents (high school graduates, commercial and IT apprentices, HMS and Junior Banker)
high school graduates
commercial and IT apprentices
HMS/WMS trainees

We also have various programs to help young people from minorities to enter a career in finance; these programs are run in the US and Australia.