400 Social Disclosures
Swiss Post is a responsible economic player in society.

The social information ranges from information on jobs, working and employment conditions, basic and advanced training and diversity to compliance and suppliers’ working conditions.

GRI 401: Employment

The turnover rate increased to 5.5 percent in 2018, while there was a slight fall in headcount. The turnover rate is adequate, despite the slight rise.

The number of new employee hires rose by 553 persons compared to 2017. That equates to a 25.7 percent increase in new employee hires.

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GRI 402: Labor/Management Relations

Employee representatives’ rights to participation in the event of operational changes are based on the law (Swiss Code of Obligations) and are also governed by each of the collective employment contracts (CEC) with the contracting trade unions syndicom and transfair. The minimum notice periods are based on the Swiss Code of Obligations.

Together with its social partners, Swiss Post endeavours to find future-oriented solutions that serve the interests of customers, employees and the company and engages in early and regular dialogue with relevant stakeholders via specialist and staff committees (social partnership).

GRI 403: Occupational Health and Safety

Workers’ representation in formal joint management–worker health and safety committees

Under the Participation Act, staff committees can be formed at all locations with more than 50 employees at the request of the workforce. These committees deal with issues such as occupational safety and health protection. Staff committees are in place at more than 50 locations throughout Switzerland. In addition, each Group unit has appointed at least one designated contact person who is available to employees at all times for advice and questions concerning occupational and leisure time safety.

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Types of injury and rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities

All relevant information is collected and evaluated centrally using a reporting system. Tripping and falling are by far the most common cause of accidents. It is mainly the limbs that are affected. However, targeted awareness-raising measures are having an impact, and the rate of occupational accidents is comparatively low. There is a particular focus on the delivery service, as this is where most accidents occur.

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The operating group solution is being developed in agreement with the trade unions. Otherwise, occupational safety and health protection issues are discussed with the trade unions in the meetings of the specialist committees, which are in place at Group level, PostFinance, PostBus, PostMail, PostLogistics and PostalNetwork and meet twice to four times per year.

GRI 404: Training and Education

To ensure Swiss Post is successful now and remains so in future, it requires competent employees and supports them in improving their skills. Firstly, Swiss Post provides internal training opportunities and secondly, it encourages participation in courses run externally through individual training agreements. It contributes to personal training plans both financially and by reducing working hours.

Swiss Post also focuses heavily on promoting young talent. In total, 2,001 apprentices received training in 16 professions in 2018. This represents 5.9 percent of its headcount in Switzerland. Swiss Post is therefore one of the largest training companies in Switzerland. The success rate in final apprenticeship examinations stood at over 99 percent. Four out of every five newly-qualified professionals continued to work for Swiss Post. Furthermore, Swiss Post enabled 27 university graduates to enter the working world as part of its in-house trainee programme. In 2018, Swiss Post also began training ICT operators. Its integration pre-apprenticeship in logistics represents a valuable contribution to the integration of refugees into the working world. Swiss Post was one of only two pilot companies to offer this opportunity in Switzerland and also extended it to French-speaking Switzerland in 2018.

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At strategic level, the FutureSkills programme supports development in the digital transformation sphere and improves Swiss Post employees’ skills in line with future requirements. In parallel, management training was harmonized in 2018 and will be rolled out for all business units by 2019. With a high share of digital and modern learning methods, the focus is placed on modern work and management culture, more agile forms of cooperation and the approach to Swiss Post-specific elements, such as strategy, culture and management processes. Employees can get in touch with Swiss Post’s own Careers Center at any time under their own initiative to assess their professional situation and get advice on advanced training, career planning and professional re-orientation.

Through its PostVenture innovation programme, Swiss Post specifically seeks out fresh ideas to help drive forward its range of products and services in its strategic business development areas. Swiss Post enters into partnerships with young talent and entrepreneurial spirits who want to capture the market with new business models, and provides these young entrepreneurs with expert help in the implementation of interesting projects.

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Percentage of employees receiving regular performance and career development reviews

For the vast majority of the workforce, a meeting is held every year to assess performance and employee development. Around 62 percent of all employees also have a goal-setting meeting (around 34,000 employees). Due to their lower level of employment (less than 20 to 40 percent depending on the business unit), all other employees have a so-called management meeting.

GRI 405: Diversity and Equal Opportunity

Ratio of basic salary and remuneration of women to men

The main business sites are located in Switzerland (85 percent of employees). More than 95 percent of employees have employment contracts based on one of the current nine collective employment contracts, which were negotiated in detail with the contracting trade unions syndicom and transfair. These contracts contain binding salary brackets for every grade and provide for gender equality. In 2018, Swiss Post received the results of the last equal pay analysis. The independent external company entrusted with the analysis awarded Swiss Post a good result which is well within the tolerance threshold of +/–5 percent applicable to procurement checks by the Confederation. A further verification of equal pay will be carried out in 2019 on a voluntary basis.

GRI 406: Non-discrimination

A discrimination-free working environment is an important prerequisite for healthy and satisfied employees. To avoid cases of discrimination, line managers are trained to address conflicts quickly and to involve HR and Social Service at an early stage. All employees receive the “Swiss Post Code of Conduct” with their employment contract. In several organizational units, Social Service has provided training in respectful treatment and on the bullying and sexual harassment procedure.

In the current year, more than 60 employees turned to Swiss Post Social Service due to bullying or sexual harassment. In eight cases, the reports resulted in detailed social audits of the units concerned, and in four cases, in an internal investigation (three cases of bullying and one case of sexual harassment). In all other cases, solution-oriented discussions, mediation and, where possible, amicable solutions were sought to resolve the disputes with the parties concerned.

GRI 407: Freedom of Association and Collective Bargaining

Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

Swiss Post employees are free to join trade unions. This right is governed by law in Switzerland. Staff committees may also be formed at all company locations with over 50 employees at the request of the workforce. Staff committees are in place at more than 50 locations throughout Switzerland.

By signing the Code of Ethics and Social Responsibility, Swiss Post’s suppliers undertake to protect the rights of employees, including freedom of association and protection of the right to organize. Outside the clothing sector, the risk of violation of freedom of assembly, child labour (408) or forced and compulsory labour (409) is considered low. In the clothing sector, all products are made in Europe and all suppliers are obliged to guarantee the freedom of association.

GRI 408: Child Labor

Operations and suppliers at significant risk for incidents of child labor

At the Swiss Post business locations, no elevated risk level could be identified. There is a significant risk of child labour among the product groups in the clothing and footwear sectors, from which Swiss Post procures substantial volumes. The intensive cooperation with the Fair Wear Foundation and Better Work serves to reduce this risk.

GRI 409: Forced or Compulsory Labor

Operations and suppliers at significant risk for incidents of forced or compulsory labor

At the Swiss Post business locations, no elevated risk level could be identified. In terms of suppliers, the only risk is in the IT product groups. Without exception, all of their suppliers are members of the Responsible Business Alliance, which monitors compliance with fair working conditions, including in audits for member companies.

GRI 412: Human Rights Assessment

Operations that have been subject to human rights reviews or impact assessments

At the Swiss Post business locations, no elevated risk level could be identified.

GRI 413: Local Communities

Operations with local community engagement, impact assessments, and development programs

As a company that is primarily a service provider, Swiss Post has little impact on local communities beyond its many existing interactions with employees and customers. For upcoming changes in the postal network, all municipalities affected will be involved in an extensive dialogue designed to find the best solution for the postal service in a region. In cases of restructuring involving more than 30 jobs, consultation processes are initiated for employees and cantons.

Operations with significant actual and potential negative impacts on local communities

The ongoing development of Swiss Post’s branch network has an impact on local communities. Swiss Post therefore holds extensive talks with cantons, municipalities and relevant stakeholder groups in advance. This involves those affected proactively in network development and minimizes any negative effects.

In particular, Swiss Post must involve any community affected by the relocation or closure of a branch in the decision-making process, as described below. The Federal Council also regards branches with partners (previously known as agencies) as branches. The home delivery service is recognized as a substitute for a branch for the provision of the universal service.

  • Before the relocation or closure of a branch, Swiss Post consults the authorities in the affected municipalities in an effort to find a mutually agreed solution.
  • If no mutually agreed solution can be found, a decision document containing the views of the authorities is submitted to the permanent independent Federal Postal Services Commission (PostCom) set up by the Federal Council. The Commission assesses access to the universal service in the region in question and makes a recommendation.
  • Swiss Post has the final say, taking into account in particular the outcome of the consultation and the recommendation of the Commission. In addition, Swiss Post is obliged to record the development of the universal service and to inform the regulatory authorities.

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GRI 414: Supplier Social Assessment

As of 2017, all new suppliers must state their position with respect to social and environmental award criteria in public service tenders, and this information is included in the award decisions.

By 2020, the 240 most important suppliers from a strategic perspective will be reviewed according to social criteria using the EcoVadis system.

No significant, actual negative impacts are known and the determination and follow-up of specific measures with individual suppliers is carried out on an ongoing basis in the relevant corrective action plans in accordance with the EcoVadis system.

Swiss Post responds to the identified potential negative effects in the clothing sector through its close collaboration with the Fair Wear Foundation and Better Work. Without exception, all suppliers of the IT product groups are members of the Responsible Business Alliance.

GRI 418: Customer Privacy

In 2018, no proceedings were opened in connection with data protection breaches at Swiss Post.

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GRI 419: Socioeconomic Compliance

The Federal Office of Transport (FOT) determined unlawful accounting practices at the subsidiary PostBus. PostBus used accounting practices that do not comply with subsidy law in the period from 2007 to 2015 and received excessively high compensation for the provision of public transport services as a result. Swiss Post management has already undertaken measures to this end, and PostBus has reimbursed the Confederation and the cantons in full for the unlawful compensatory payments.

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