compenswiss has its own personnel ordinance approved by the Federal Council.

Our human resources policy is based on our shared values of integrity, professionalism, collaboration and commitment, which we pass on to all new members of staff and explore in greater depth at regular meetings. It aims to:

• create favourable and attractive working conditions;
• encourage the acquisition and development of skills;
• promote a work-life balance;
• harness the potential of diversity and act in a non-discriminatory way;
• contribute to the digital transformation and the development of adapted HR tools and processes.

The staff in figures

The overall percentage of women on the compenswiss Executive Committee and in senior management roles fell slightly in 2023, dropping from 30% to 25% compared with 2022. Average employee tenure and age remain high, reflecting the senior nature and experience of most of our staff.

Average seniority (excluding trainees): 8.5 years
Average age (excluding trainees): 48.2 years

Focus on projects

In 2023, several ambitious projects were launched to keep pace with the latest technological advances and respond to changing needs. Some of these projects, particularly those relating to IT changes, will have a direct impact on all our employees and pave the way for new ways of working and collaborating. These initiatives represent a major strategic turning point and will shape our long-term objectives.

A collective commitment

We discussed our projects with employees during interactive sessions, which were held with the goal of encouraging a dynamic exchange of ideas and fostering a common understanding of the challenges and benefits involved.

Digital transformation

compenswiss is planning to migrate to more cloud-based solutions. The changes will be carefully implemented to ensure a gradual and safe transition without disrupting our operations.

A strengthened commitment to data protection 

Following the entry into force of the revised Federal Data Protection Act (revFADP) on 1 September 2023 we appointed a member of our staff to the position of Data Protection Officer. All employees have now been made aware of the updated standards, and we have also optimised our HR data storage and archiving system. These various measures demonstrate our determination to comply with the new legal requirements.

Preventing cyber risks

We provided all our staff with online cybersecurity awareness training throughout the year to help them better identify and defend against cyber attacks.

The Risk Management department complemented this initiative by introducing monthly themed meetings, thereby creating a forum for exchange and discussion on subjects related to cyber crime.

Flexible working hours

Compenswiss extended its hybrid working model throughout 2023, allowing remote work while maintaining a minimum number of days of in-office attendance. This approach both supports in-person collaboration and encourages a work-life balance.

At the same time, we offer employees the possibility of working part-time, for example after the birth of a child, as well as flexibility adapted to other specific situations.

Equal pay: a renewed and ongoing commitment

The compenswiss Executive Committee has underlined its commitment to gender equality by signing the Charter for equal pay in the public sector.

This initiative is part of our standard practice of regularly conducting wage equity analyses and reflects our desire to ensure ongoing fairness within compenswiss.

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