Swissgrid strives to be an innovative, diverse and inclusive company that all employees feel comfortable to work for and that allows them to develop their full potential regardless of their ethnic origin, sexual orientation, religion, age, gender, disability or other aspects of diversity. This principle is enshrined in Swissgrid’s Code of Conduct. At the same time, Swissgrid not only promotes creativity and innovation within the company, but also increases the agility and performance of its employees and business areas. The following principles are therefore part of Swissgrid’s diversity and inclusion strategy:
- Swissgrid recognises its responsibility to protect the personal integrity of all employees. It does not tolerate any endangerment, impairment or violation of personal integrity of any kind, such as discrimination, bullying or sexual and non-sexual harassment. The Executive Board has enshrined these principles in a directive, along with corresponding implementation provisions for the protection of personal integrity.
- Swissgrid guarantees non-discriminatory access to all roles and draws on a diverse talent pool when filling vacant positions. The development of all employees at Swissgrid is based on transparent and comprehensible criteria and is planned and implemented jointly by management and employees.
- By providing the best possible working conditions, Swissgrid employees develop their full potential and can carry out their work to the best of their ability and achieve the goals they have set.
- Leaders ensure an inclusive leadership culture in all areas and teams, which guarantees equal opportunities and the framework conditions for this and in which employees feel comfortable, contribute ideas, take responsibility and openly address challenges or conflicts.
Management approach
The world of work is becoming increasingly dynamic as a result of digitalisation. What is more, it is affected by the «VUCA» phenomenon, i.e. increasing volatility, uncertainty, complexity and ambiguity. Swissgrid relies on a wide variety of employees to cope with this increasingly complex environment. Diverse teams with different skills, strengths, personalities, ideas and perspectives, but also with different characteristics such as gender, age, origin, education and length of service, are needed to promote creativity and innovation, as well as a high level of agility.
Swissgrid applies various approaches to maintain a high level of diversity within the company. This involves focusing on the structures and processes within the company, the corporate culture and the understanding of leadership. Equal opportunities are promoted by inclusive structures and processes – such as career paths – that are suitable for different groups. A culture of inclusion leads to fewer conflicts, greater employee satisfaction and lower staff turnover. These objectives are also achieved thanks to an inclusive understanding of leadership and consideration for the needs of diverse employees.
Swissgrid does not tolerate any endangerment, impairment or violation of personal integrity of any kind.
Diversity and inclusion are increasingly becoming a competitive factor. Without appropriate management, there is a risk of no longer being able to attract employees with the necessary skills and qualifications to work for Swissgrid. The company is therefore treading new paths to further increase its attractiveness as an employer.
Overview of diversity at Swissgrid
The Executive Board has five members, including a CEO. In the reporting year, the Executive Board consisted of three men and two women from German-speaking, French-speaking and Romansh-speaking Switzerland. The Board of Directors is the company’s supreme body and has nine members, one of whom is a woman. Further information on the composition of the Board of Directors can be found on the Corporate Governance website.
In 2023, Swissgrid employed 180 women in its operational business areas, 8% of whom have management responsibility in these areas. This corresponds to 13% of operational management positions. . Swissgrid’s employees come from 39 nations. The majority, 68%, are from Switzerland, and 18% are from Germany.
Measures
Promoting work-life balance
Promoting work-life balance is a cornerstone of Swissgrid’s HR strategy. Changing needs are taken into account, and solutions are generally made available to all employees. These can include hybrid working or alternative working models such as job sharing and part-time work. Swissgrid also offers support and care services for children and family members with external partners such as Profawo. Swissgrid employees also have the opportunity to take sabbaticals.
Parental leave
Parental leave is granted in accordance with the statutory provisions (14 weeks) and, in the case of paternity leave, an extra week on top of the statutory two weeks. The adoption of a child under the age of five is treated in the same way as a birth in terms of parental leave. These provisions apply irrespective of the employment relationship (i.e. full-time or part-time work, temporary or permanent contract). In 2023, four female employees and 20 male employees became parents at Swissgrid. All employees resumed their roles at the end of their parental leave. The retention rate of employees 12 months after resuming work was also 100% in 2023.
Equal pay
Equal pay for work of equal value is a matter of course for Swissgrid. Swissgrid has created transparency in this regard with the introduction of role-based salary bands in 2019. In 2023, the Swiss Association for Quality and Management Systems (SQS) once again audited wages at Swissgrid. SQS confirmed in this maintenance audit that Swissgrid continues to provide pay equity between women and men. With a deviation rate of 3.5% (2021: 3.8%), the result of the audit remains below the threshold of 5%. The remuneration of all employees was audited, with the exception of interns and employees paid by the hour. Swissgrid can therefore continue to use the SQS «Fair Compensation» certificate in accordance with the criteria of the Association of Compensation & Benefits Experts without any restrictions.
Protection of personal integrity
Swissgrid protects the personal integrity of its employees via suitable internal and external points of contact. In the event of breaches of personal integrity, employees can contact an external reporting centre, their line manager, an internal contact person from the HR department, a staff representative or the investigative body, the Compliance function. Swissgrid employees can obtain free expert assistance with personal and business difficulties from the consultancy firm Movis. Counselling is available to employees seven days a week, 24 hours a day in all parts of the country and is treated confidentially. Whistleblowers who report serious compliance violations are protected by Swissgrid’s Whistleblowing Policy. This aims to encourage the reporting of misconduct and defines the confidentiality of reports and the protection of whistleblowers.
Inclusive leadership
As part of its Strategy 2027, Swissgrid is strengthening eight cultural dimensions, including feedback, trust and learning. One of these dimensions is inclusive leadership. This means that managers take into account the diversity of their employees and their needs, ensure equal opportunities and create the necessary framework conditions. Leaders promote a climate of respect, trust and (psychological) security in which all employees can contribute their knowledge and experience and develop their full potential. Inclusive leadership is part of Swissgrid’s corporate culture and the aim is to anchor even more firmly throughout the company. Inclusive management at Swissgrid is based on the guiding and management principles, which define aspects such as communication, a sense of responsibility and the actions of managers. In order to establish these principles even more firmly within the company, managers receive targeted training on various aspects of inclusive leadership. At the 2023 management meeting, awareness was raised about dealing with «unconscious bias», and moderated discussions were held to promote an open feedback culture.
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