Service-oriented - Die Schweizerische Post

64 Annual Geschäftsbericht Report | Exemplary 2006
“ Women account for 49.9 %
of Swiss Post employees.”
Manuela Gassner
Post office manager, Bad Ragaz
will thus be based on the amount of the
individual contributions and the interest
earned and no longer solely on the last
insured salary. On average, the new benefits
will correspond to those currently in
place when the changeover is made. In
addition, insureds born in or before 1953
will receive a nominal guarantee for
salary components insured under the basic
scheme, comprising at least the same
benefits as under the defined benefit
scheme. On average, the insureds will not
pay higher contributions under the defined
contribution plan. Moreover, the
social partners agreed on the modalities
for financing the Swiss Post pension fund.
As the Confederation had not fully financed
the pension fund when it was set
up in 2002, Swiss Post is taking on these
liabilities in agreement with the Federal
Council: we will allocate over 900 million
francs to financing the pension fund and
to the changeover in the pension scheme.
Some of the profit will be used to finance
the pension scheme.
Equal opportunities
The same salaries for men and women
are a matter of course at Swiss Post. We
implement equality of opportunities
across the board. ( 15) Regardless of
whether the candidates are men or women,
Swiss citizens or foreigners, from Ti-
cino, western Switzerland or Germanspeaking
Switzerland, mother or fathers
with small children or single people,
young or old – at Swiss Post everyone
should have the same opportunity to
work and enjoy professional and personal
development. This principle benefits each
and every one of us as well as Swiss Post
as a company. Equal opportunities in
practice are a sign of a strong corporate
culture and also pay off in economic
terms. Mixed teams in which both genders,
different languages, cultures and
generations are represented benefit from
the greater knowledge and diversity of
experience this entails. They are thus better
placed to understand our customers
and respond to their needs. By adhering
to the principle of equal opportunities,
we want to create added value for our
customers and the company, develop our
employees, foster opportunities for combining
a job with a family and free time
and combat all types of abuse (whether
sexual harassment or bullying). Equality of
opportunities is a key concern of Executive
Management and one of the objectives
agreed between the Group and the
units. In 2006 we presented all line managers
with a brochure that set out the
advantages of mixed teams.
Swiss Post also supports part-time work
for management-level staff. Thanks to a
proprietary project, the proportion of
managers who work part-time has risen
from 7.9 to 8.5 percent since 2003.
Legal compliance
Since 2004, Swiss Post has had internal
regulations that prescribe and prohibit
certain rules of behaviour in the fields of
antitrust law, data protection, purchasing/
procurement and money laundering.
These are sensitive areas which play an
important role for a former monopoly
company and in which it is essential for
employee conduct to comply with the
law. In its directives, employees are instructed
to turn to designated persons if
certain situations apply (duty of consultation).
Since these regulations were issued,
the employees in question have been
trained and instructed in the relevant
topics. We rely primarily on prevention
and are confident that our employees will