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.

It aims to:

• create an attractive and favourable working environment;
• encourage the acquisition and development of skills;
• promote 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.

These values are passed on to all new members of staff and regularly reinforced through dedicated meetings.

The staff in figures

In 2024, the overall percentage of women on the compenswiss Executive Committee and in senior management roles remained stable at 25%. Average employee tenure and age remain high, reflecting the senior nature and experience of most of our staff.

Average seniority (excluding trainees): 9.1 years
Average age (excluding trainees): 48.7 years

Steering towards the future

In 2024, several ambitious projects were continued 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.

Change management

A survey carried out in the spring of 2024 measured how employees perceive their professional situation in the context of the changes underway. The results showed a high level of general satisfaction, strong support for the projects and motivation to contribute actively to these changes. Thematic workshops were also organised during the year, covering topics such as the impact of change, collaboration within teams and collective adaptation.

Health prevention

Health prevention has been strengthened to support employees within a structured, supportive framework that adapts to changes in the working environment. It is driven by targeted initiatives designed to ensure mindful and balanced management.

Flexible working hours

In 2024, compenswiss continued with its flexible working hours approach introduced in 2023, further expanding remote work while maintaining a minimum number of days of in-office attendance. This approach promotes both presence-based collaboration and a healthy work-life balance.

At the same time, we offer employees the possibility of working part-time 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 state-associated organisations.

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

Data protection

Our commitment to data protection continues, consolidating the foundations laid with the revision of the Data Protection Act (FADP), which came into force on 1^st September 2023. The awareness-raising measures implemented for all employees remain a priority.

Automating and optimising the annual appraisal cycle

The annual appraisal process has been modernised: all stages are now digitised on a single platform, making management more fluid, efficient and collaborative.

Preventing cyber risks

Efforts to raise awareness of cyber risks are continuing, consolidating the initiatives put in place in 2023. Online training has been provided to all employees to sharpen their vigilance in the face of cyber-attacks. In addition, the Risk Management department continues to organise monthly themed meetings and provides a forum for the exchange of information on relevant topics related to cybercrime.

---