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schillingreport 2016

gender diversity

Gender

A Comparison of the Gender Mix at Swiss Companies

Diversity

Transparency


schillingreport 2016

gender diversity

2 schillingreport 2016 gender diversity | A Comparison of the Gender Mix at Swiss Companies © 2016, guido schilling ag


Table of Contents

Editorial 4

1 Executive Summary 5

2 Introduction7

3 General Information on the Report7

4 Gender Diversity of the Companies9

4.1 Overall Percentages of Women 9

4.2 Percentages of Women per Hierarchical Level 10

4.3 Correlations 12

5 A Breakdown of Gender Diversity by Sector 14

5.1 An Overview of the Share of Women by Sector 14

5.2 Percentage of Women in Individual Sectors 15

6 A Look at Interesting Subgroups 18

6.1 SMI Companies 18

6.2 Enterprises Affiliated with the Swiss Confederation 18

6.3 Publically Owned Companies 19

6.4 Cantonal Banks in Comparison to Other Banks 19

7 List of the Companies Included in the Report20

8 Contact21

Abbreviations

AG

CEO

EB

i.e.

Aktiengesellschaft (joint stock company)

Chief Executive Officer

Executive Board

id est

ICT

SMI

SPI

SB

Information and Communications Technology

Swiss Market Index

Swiss Performance Index

Supervisory Board

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Editorial

With the schillingreport, we have been following developments on the top management boards

of Switzerland’s largest companies for the past 11 years. There has been an increased focus on

gender diversity by the business community, the media and the public. For they have all come to

realise something important: There is no future without women at the top.

The schillingreport has noted that the percentage of women on executive boards in particular

has stagnated at 6%, and with the «schillingreport gender diversity» our intention is to create

more transparency regarding the gender mix at the relevant hierarchical levels for future progress

on the issue. The question that politicians, the media, as well as women’s organisations and

progressive companies are asking is: Why aren’t we progressing faster?

I am thoroughly convinced that the question of gender diversity is a generational commitment:

Emerging at Swiss companies is a young generation of female leaders who will be in executive

management in a decade. The challenge is to avoid losing these women on their way up.

Companies that already have a broad-based diversity pipeline in place have many advantages.

They are already accumulating experience, establishing family-friendly employment models, and

are able to position themselves in the labour market with a modern, forward-looking mix.

In this initial survey, we are showing how this pipeline of women really looks at Switzerland’s

largest companies. Because one thing is clear: The top female managers of the future are welltrained

and are now gaining relevant experience in an initial leadership role. I believe that transparency

will have an impact on the sustainable development of gender diversity, even in the top

positions. The current survey figures give me hope: I am convinced that the share of women on

the executive boards of Switzerland’s largest companies, currently between 6% and 8%, will

surpass 10% over the next five years. These figures will be regularly validated in the years to

come, and I am looking forward to the verification of my thesis of a «generational commitment».

Many thanks to all of the companies who immediately participated in the survey and provided

data for this report. I am really pleased that a majority of the 200 largest companies are now on

board. This indicates that Swiss businesses want to help improve gender diversity at the top and

achieve transparency in the executive boardrooms. Therefore, the optimal conditions are now in

place to move forward on gender diversity in Switzerland. Let’s do it!

Yours faithfully, Guido Schilling

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1

Executive Summary

The following is a brief summary of all findings of the schillingreport 2016 gender diversity. The sequence of the topics follows that

of the complete survey below. The schillingreport gender diversity is based on an analysis of the percentage of women at 107 of

the largest Swiss companies, on a total of five hierarchical levels and on strategic management boards.

The Gender Diversity of the Companies

Size of the Sample

For this survey, 107 companies from 10 sectors provided information on their percentage of women. In 9 of 10 sectors, a sufficient number

of companies participated so that the results could be reported and examined separately.

Percentages of Women Overall

Of the executive board members at the 107 companies surveyed, 8% are women. Among senior managers, 15% are women, while the figure

is 23% for middle managers. Overall, 39% of the staff of the companies surveyed are women. 5% of CEOs and 3% of supervisory board

presidents are women, while 16% of supervisory board members overall are women.

Breakdown of the Proportion of Women in the Overall Sample

More than half, or 53%, of all of the companies surveyed have no women on the executive board. At 7.5% of the companies, senior management

is exclusively male, while there are women at the middle management level at all of the companies. The share of women on the staff of

73 of the companies is more than 30%. This is also true at the middle management level of 23 companies, and at the senior management

level of 11 companies. The share of women on the executive boards of seven companies is also above 30%.

Correlations between Hierarchical Levels

Companies at which more than 10% of the supervisory board members are women have a slightly above average share of women on their

executive boards of 10%. At companies where less than 10% of the supervisory board members are women, 6% of the executive board

members are women. There is also a positive correlation between the proportion of women on executive boards and at the senior management

level. There is a very strong correlation between the percentage of women in middle and senior management: At companies where more

than 20% of middle managers are women, the number of senior managers who are women is 20%. Senior managers at other companies

represent just 10% female.

Sectors

An Overview of the Percentage of Women per Sector

The 9 sectors analysed have a very different situation with regard to gender diversity. The proportion of women in the workforce varies

between 55% in retail/consumer goods and 23% in the manufacturing industry. The proportion of women in middle management is highest

in the real estate industry (45%) and in life sciences (33%). In senior management, it was highest in the media/ICT sector at 22%. The

executive boards in transport/logistics, insurance and life sciences have the highest proportion of women at 11%.

Pipelines for Women per Sector

The banking and insurance industries have a high percentage of women in the general workforce, at 43% each, and an above average

percentage in middle management (banks 20%, insurance 24%). The manufacturing industry (23%) as well as the transport and logistics

sector (34%) have a small percentage of women in the general workforce but there is less of a decrease in the percentage of women toward

the top than in other sectors. In the life sciences sector, the proportion of women in the general workforce is below average at 38%, but the

figures at the higher levels are outstanding with 33% in middle management and 21% in senior management. The same applies to a lesser

extent to the media/ICT industry cluster. There are many women in middle management in the real estate sector (45%), but the share in

senior management (19%) is much smaller. In the retail/consumer goods cluster, there is a great disparity between the record-high number

of women in the general workforce (55%) and the average numbers at all management levels.

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1 Executive Summary

Special Subgroups

SMI Companies

The share of women at SMI companies is 32% in the general workforce, 26% in middle management, 19% in senior management, and 9%

on the executive boards. These companies are therefore pioneers in gender diversity at the middle and senior management levels.

Enterprises Affiliated with the Swiss Confederation and Publically Owned Companies

In the sample of the 5 largest enterprises affiliated with the Swiss Confederation, there was one female CEO and a high proportion of women

on the executive boards (12%) as well as in senior management positions (17%). There are fewer women in middle management (14%) and

in the general workforce (30%) at these companies than in the overall sample. The companies controlled by the Confederation confirm their

leadership role in the promotion of gender diversity. The number of female CEOs and executive board members in the broader sample of all

publically owned companies is also above average. However, the 12% of women in senior management positions is below the percentage

in the overall sample.

A Comparison of Cantonal Banks with other Banks

At cantonal banks, women represent 45% of the workforce overall. This figure is 16% for middle management, and 5% for senior management.

At these management levels, the cantonal banks are clearly lagging behind all of the banks in the comparison group, in which 15%

of senior managers and 21% of middle managers are women. Women represent 6% of executive board members and 20% of supervisory

board members at cantonal banks. These percentages are also lower than in the case of the other banks, where women represent 10% of

executive board members and 22% of supervisory board members.

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2

Introduction

For the 11th time, guido schilling ag has collected data on the composition of the executive and supervisory boards of the 100

largest Swiss employers. The effort has paid off. The schilling report seeks to create «Transparency at the Top» and this is why it

is recognised as an independent source for in-depth analysis of Switzerland’s boardrooms.

The number of women on executive boards has increased from 4% in 2006 to 6% in 2016. This sluggish progress at the senior

management level prompted us to take a closer look at lower management levels in the schillingreport gender diversity. The aim is

to highlight company efforts to increase gender diversity at all levels, and to show how efforts to pipeline qualified junior female

managers are progressing.

The survey is based on figures provided confidentially by the participating companies.

3

General Information on the Report

The schillingreport gender diversity, as a supplement to the schillingreport, examines the gender mix at all levels of management.

Looking at the proportion of women at all levels of management, the aim is to draw conclusions about whether the measures

taken by the companies are working and how the pipeline of women is progressing.

The Samples

The schillingreport gender diversity looks at the proportion of women at the companies on 5 levels: CEOs, the executive board (including

expanded executive boards) and senior management, i.e. all individuals on the management team who hold a seat on the executive board.

The survey also examines the proportion of women in middle management, i.e. all individuals at the second management level below the

executive board, as well as general workforce employees. It also looks at the percentage of women who serve on supervisory boards or who

lead them as president.

Queried for this survey were the 150 largest Swiss Performance Index (SPI) companies, as measured by market capitalisation, and the major

unlisted Swiss companies. A total of 212 companies were queried, of which 107 provided their statistics. Of the 20 Swiss Market Index (SMI)

companies, 12 participated. The names of the participating companies can be found on page 20.

2016

Queried companies 212 100%

Participating companies 107 50%

SMI companies queried 20 100%

SMI companies participating 12 60%

The size of a sample can vary from question to question. One reason for this is that not all companies have a middle management level.

With few exceptions, all percentages are rounded off to whole numbers in accordance with accepted rules, since decimal places reflect an

unrealistic precision. On the other hand, slight shifts may occur due to rounding.

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Number of companies surveyed

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gender diversity

3 General Information on the Report

Breakdown of the Surveyed Companies by Sector

Half of the surveyed companies furnished their statistics. Therefore, the participation rate per industry varies widely.

Sector

Companies queried

Companies

participating

Percentage of companies

participating

Insurance 14 12 86%

Banks 30 23 77%

Real Estate 11 7 64%

Professional Services 9 5 56%

Media/ICT 12 6 50%

Energy 4 2 50%

Transport/Logistics 14 6 43%

Life Sciences 28 12 43%

Retail/Consumer Goods 33 14 42%

Manufacturing Industry 52 20 38%

Wholesale/Commodities 3 – 0%

The high participation rates in the financial service providers are striking, with 86% for insurance companies, 77% for banks, and 64% for

real estate companies. Although the participation rate in the manufacturing industries may seem low at 38%, with 20 companies it is the

second largest industry group.

There are 107 companies from 10 different industry clusters represented in the 2016 schillingreport gender diversity. Banks (23) and the

manufacturing industry (20) dominate, followed by retail and consumer goods companies (14).

Breakdown by Sector

25

23

20

20

15

14

12

12

10

5

7

6

6

5

2

0

Banking

Manufacturing

Industry

Retail/

Consumer Goods

Insurance

Life Sciences

Real Estate

Industry groups

Media/ICT

Transport/Logistics

Professional Services

Energy

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4

The Gender Diversity of the Companies

In this section, we examine the percentages of women at the participating companies overall and separately according to hierarchical

level. These statistics serve as a reference for the subsequent analysis of the individual sectors and interesting subgroups. In

addition, this section examines the correlations between the percentages of women at the various hierarchical levels.

4.1

Overall Percentages of Women

This initial examination of the 107 companies surveyed is to determine the general situation of gender diversity in Switzerland’s

business sector.

Level

Percentage

of women

Supervisory board president 3%

Supervisory board member 16%

CEO 5%

Executive board 8%

Senior management 15%

Middle management 23%

General workforce 39%

The number of women who are supervisory board members is 16%, and the number who are supervisory board presidents is 3%. While 39%

of the general workforce are women, 23% of middle managers and 15% of senior managers are. There is a clear and continuous decline

in the percentages of women when moving from the lowest to the highest hierarchical levels. At the executive board level, this percentage

drops off sharply. However, it is 8% at the companies surveyed, which is 2 percentage points above the average of the schillingreport, which

examines the approximately 100 largest employers. Of CEOs, 5% are women.

Overall Pipeline of Women

CEO 5 %

EB

8 %

Senior management

15 %

Middle Management

23 %

General workforce

39 %

The aforementioned figures are very well illustrated as a pipeline by this graph, which clearly shows that the percentages of women at the

lower levels are significantly higher than at the executive board level. The pyramid shape is characteristic of the figures for the many participating

companies and their sectors.

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4 The Gender Diversity of the Companies

4.2 Percentages of Women per Hierarchical Level

When examining the proportion of women per hierarchical level, the frequency distribution at the companies is of particular

interest. It shows which percentages occur most frequently. The distribution makes it clear how much the initial situation of the

participating companies is changing with regard to gender diversity: The forerunners are rapidly approaching a more balanced

gender representation on management boards. Opposite them is a large group of companies that still have considerable potential

to catch up on all the hierarchical levels.

The Executive Board

60

57

50

Number of companies

40

30

20

28

10

10

5

7

0

0 % 1–10 % 11–20 % 21–30 % 31–40 %

Percentage of women on the executive board

There are no women on the executive boards of 57 companies, which is 53% of the overall sample. The number of women on the executive

boards of a cluster of 28 companies is between 11% and 20%. There are 10 companies with a share of women of between 1% and 10%.

While this low percentage appears at first glance to be contrary to the trend, is attributable to the fact that many executive boards have

60

fewer than 10 members, which makes a single-digit percentage share impossible. Just 7 companies (6.5%) have executive boards that are

more than 30% women.

50

Senior Management

40

34 33

Number of companies

30

20

10

8

20

9

2

0

0 % 1–10 % 11–20 % 21–30 % 31–40 %

Just 7.5% of the companies surveyed have no women in senior management. At around two-thirds of the companies, between 1% and

20% of the senior managers are women. At 30% of the companies (31), women constitute more than 20% of senior managers. Only 11

companies have achieved a share of women of more than 30% at this hierarchical level.

41–50 %

Percentage of women in senior management

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4 The Gender Diversity of the Companies | 4.2 Percentage of Women per Hierarchical Level

50

Middle Management

40

37

Number of companies

30

20

10

0

0

12

0% 1–10 % 11–20 % 21–30 % 31–40 %

25

12

Percentage of women in middle management

6

3

41–50 % 51–60 % 61–70 %

2

All of the companies surveyed that have middle management employ women at this hierarchical level. In contrast to the higher levels, the

60

largest blocks of companies have a proportion of between 11% and 20% (37 companies) and between 21% and 30% (25 companies). At

23 companies, women represent more than 30% of middle management. At 5 companies, women represent the majority at this level.

50

Workforce

40

Number of companies

30

20

10

0

At most of the companies, women represent between 41% and 50% of the workforce. At 34 companies, women represent less than 30% of

employees, including a disproportional number of companies in the manufacturing industry. At 21 of the participating companies, women

represent the majority of the workforce. A distinct pattern emerges in an overall comparison of the different hierarchical levels: The higher

the level, 60 the lower the probability that the share of women is more than 30%. There are 73 companies that meet this benchmark in their

general workforce, while 23 fulfil it in middle management, 11 in senior management, and seven on the executive board.

50

Supervisory Board

1

2

16 15

0 % 1–10 % 11–20 % 21–30 % 31–40 %

23

29

Percentage of women in the workforce

10

6 5

41–50 % 51–60 % 61–70 % 71–90 %

40

Number of companies

30

20

10

28

4

33

32

9

0

0 % 1–10 % 11–20 % 21–30 % 31–40 %

Percentage of women on the supervisory board

There are no women on the supervisory boards of 28 companies (26%), which is much fewer than those that have no women on their executive

boards, but more than those who have no women in senior management. At 9 companies (8%), more than 30% of the supervisory

board members are women. At most of the companies (65 of them, or 61%), 11% to 30% of the supervisory board members are women.

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4 The Gender Diversity of the Companies

4.3

Correlations

A detailed examination of the share of women on individual management levels raises the question of whether there are correlations

between the different levels. Do companies with women on the supervisory board also have women on the executive board?

Is the share of women in senior management higher when the share of women in middle management is sufficiently high? Do

companies employ more female executive board members when they have a solid base in senior management? The aim of the

following analyses is to identify patterns and trends.

Supervisory and Executive Boards

A comparative analysis of the percentages of women at the highest executive levels and on supervisory boards produces the following results:

At the 32 companies where no more than 10% of supervisory board members are women, 6% of the executive board members are female,

which is 2 percentage points below the overall average. At the 74 companies where more than 10% of supervisory board members are

women, 10% of the executive board members are female. These figures suggest a positive correlation between the percentage of women on

the executive board and on the supervisory board of a company. On the other hand, at the 56 companies with no women on their executive

boards, 15% of the supervisory board members are women. At the 50 companies with at least one woman on the executive board, 17% of

the supervisory board members are female.

40 %

Percentage of women on the EB

35 %

30 %

25 %

20 %

15 %

10 %

5 %

Trend

0 %

0 % 5 % 10 % 15 % 20 % 25 % 30 % 35 % 40 % 45 %

Percentage of women on the SB

The aforementioned correlations can be viewed on the graph above, showing a slightly positive correlation between the percentage of

women on supervisory boards and those on executive boards. In other words, a company with a percentage of women on the supervisory

board that is well above average is more likely to have women on the executive board.

Executive Board and Senior Management

40 %

Percentage of women on the EB

35 %

30 %

25 %

20 %

15 %

10 %

5 %

0 %

0 % 5 % 10 % 15 % 20 % 25 % 30 % 35 % 40 % 45 %

Percentage of women in senior management

Trend

To analyse the pipeline for junior female managers up to the executive board, it is obvious that we need to examine the correlation between

the percentage of women in senior management and the percentage of women on executive boards. The positive correlation between these

two percentages is made quite clear by the graph above. The 41% of the companies at which less than 10% of senior managers are women,

have executive boards that are 6% female, while the 59% of the companies at which more than 10% of senior managers are women have

executive boards that are 10% female. In other words, it is likely that the companies with high percentages of women in senior management

also have higher percentages of women on the executive board, which is why we could be talking about a talent pipeline in this case.

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4 The Gender Diversity of the Companies | 4.3 Correlations

Senior and Middle Management

Percentage of women in senior management

45 %

40 %

35 %

30 %

25 %

20 %

15 %

10 %

5 %

0 %

0 % 10 % 20 % 30 % 40 % 50 % 60 %

70 %

Percentage of women in middle management

Trend

It is also interesting to look at the talent pipeline in terms of the correlation between middle and senior management. The graph above indicates

a close correlation: At the 49 companies where less than 20% of middle managers are women, 10% of senior managers are female,

while at the 48 companies where more than 20% of middle managers are women, 20% of senior managers are female. Therefore, the

internal pool of young female talent is also clearly evident at the higher management levels.

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5

A Breakdown of Gender Diversity by Sector

The various sectors of the economy have very different basic conditions for gender diversity. These conditions must be taken into

account when assessing the potential of specific measures to improve the gender mix. The percentage of women in the general

workforce and at the middle management level vary widely from industry to industry. The ability of a single company to build and

an extensive pipeline to the top for female talent depends on these percentages.

5.1

An Overview of the Share of Women by Sector

The 107 companies surveyed in this report are broken down into 11 industry clusters, facilitating both a comparison between

similar companies and between sectors.

Nine of 11 of the industry clusters examined include a sufficient number of companies to create a representative industry profile. The minimum

number of companies per sector established for the survey was 4. Banks (23) and the manufacturing industry (20) dominated the

sample. 2 companies from the energy sector took part in the survey, which was insufficient for the publication of the results. The two companies,

Alpiq and BKW, stand out in this respect, as they both have a female CEO.

The Proportion of Women per Hierarchical Level and Sector

Percentages of Women

Banking

Insurance

Media/ICT

Professional

Services

Transport/

Logistics

Real Estate

Manufacturing

Industry

Life Sciences

Retail/

Consumer

Goods

SB presidency 9% 0% 0% 0% 17 % 0% 0% 0% 0%

Supervisory board 22% 19% 16% 4% 22% 13% 9% 19% 14%

CEO 4% 8% 0% 0% 17% 0% 0% 0% 0%

Executive board 9% 11% 10% 8% 11% 3% 4% 11% 9%

Senior management 11% 13% 22% 21% 21% 19% 12% 21% 16%

Middle management 20% 24% 22% 27% 18% 45% 16% 33% 23%

General workforce 43% 43% 35% 50% 34% 35% 23% 38% 55%

The industry cluster with the largest percentage of women in the workforce are professional services (50%) and retail/consumer goods (55%),

while the lowest percentages are found in the manufacturing industry (23%). The other industries are relatively close to the average of the

total sample (39%). At the middle management level, the sectors with the highest percentage of female managers are real estate, with 45%,

and life sciences with 33%. The other sectors have a proportion of between 27% (professional services) and 16% (manufacturing industry).

At the senior management level, the media/ICT industry cluster has the highest proportion of women, with 22%, followed by transport and

logistics companies and life sciences (21% each). The sectors with the lowest proportion of women at this hierarchical level are banks, with

11%, and the manufacturing industry, with 12%. The situation on the executive boards looks a bit different: In the insurance industry, 11%

of executive board members are women, while this figure is 3% in the real-estate sector. The percentage in most sectors (8%) is close to the

average for all participating companies.

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5 A Breakdown of Gender Diversity by Sector

5.2 Percentages of Women in Individual Sectors

The sectors have very divergent basic requirements regarding the proportion of women, which can be taken into account in defining

diversity goals and the relevant comparative values. Therefore, it is important to take a more specific look at the starting point

and the current pipeline for female talent of the individual sectors.

Banking

CEO

EB

Senior

management

Middle

Management

General

workforce

4 %

9 %

11 %

20 %

43 %

The survey sample of the banking industry covers 23 institutions,

including major banks, several large private banks, and 9 cantonal

banks. In comparison to the overall sample, the proportion of

women in the workforce is higher than average at 43%, while it is

below average in middle management (20%) and senior management

(11%). At the participating banks, 9% of the executive board

members and 4% of the CEOs are women. With 22% of supervisory

board members and 9% of SB presidents being women, banks have

achieved a relatively high level of gender diversity on these strategic

management boards.

Insurance

CEO

EB

Senior

management

Middle

Management

General

workforce

8 %

11 %

13 %

24 %

43 %

More than 43% of the workforce of the insurance companies taking

part in the survey are women. Thus, there is great potential to

improve gender diversity at the top by developing internal talent.

The proportion of women is 24% in middle management, and 13%

in senior management. Both of these figures are above average in

comparison to the overall sample. There is a female CEO at 8% of

the insurance companies, and 11 percent of the executive board

members are women. There is no female supervisory board president

but women represent 19% of all board members.

Media/ICT

CEO

EB

Senior

management

Middle

Management

General

workforce

0 %

10 %

22 %

22 %

35 %

Media/information and communications technology companies are

classified as an industry cluster because the job profiles and areas

of activity of these companies are rapidly converging. At 22%, the

proportion of women at the middle and senior management level

in this industry cluster is high. On the executive boards, 10% of the

members are women, while there are no CEOs at the participating

companies. The percentages on the management level are high

compared to the overall sample, especially considering that the

proportion of women in the general workforce is just 35%. Women

represent 16% of all supervisory board members in the media/ICT

cluster, while there are no female SB presidents.

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5 A Breakdown of Gender Diversity by Sector | 5.2 The Percentages of Women in the Individual Sectors

Professional Services

CEO

EB

Senior

management

Middle

Management

0 %

8 %

21 %

27 %

The proportion of women in the heterogeneous professional services

sector is 50% in the total Swiss workforce. Senior management is

21% and middle management is 27% female. These are both above

average figures. By contrast, the proportion of women on the executive

boards (8%) is slightly below the average in the overall sample.

None of the 5 companies in this industry cluster have a women as

CEO or supervisory board president. With just 4% of supervisory

board members in the professional services sector being women,

the proportion is very low on these strategic management boards.

General

workforce

50 %

Transport/Logistics

CEO

EB

Senior

management

Middle

Management

General

workforce

17 %

11 %

21 %

18 %

34 %

At the 6 participating companies in the transport and logistics sector,

the share of women in the workforce (34%) is slightly below average,

but there is an above average number of women in management.

One of the 6 CEOs is a woman – Susanne Ruoff of Swiss Post. This

therefore represents 17% of the CEOs. On the executive boards, the

share of women is 11%, while senior managers represent 21% and

middle managers 18%. Therefore, the pipeline indicates an atypical

expansion toward the top in comparison to the other industries.

Women also have above-average representation on the industry’s

supervisory boards, with 22% of all members and 1 of the 6 presidents

being female.

Real Estate

CEO

EB

Senior

management

Middle

Management

General

workforce

0 %

3 %

19 %

45 %

35 %

Of all of the industry clusters surveyed, the real estate business has

the highest share of women in middle management (45%), which

is well above the proportion in its general workforce (35%). Women

represent 19% of senior managers and 3% of executive board

members. There are no female CEOs in the sector. The pipeline of

women at real estate companies therefore tapers off more toward

the top than in other sectors. There are no female supervisory board

presidents in the real estate sector, while 13% of the board members

are women.

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5 A Breakdown of Gender Diversity by Sector | 5.2 Percentages of Women in the Individual Sectors

Manufacturing Industry

CEO

EB

Senior

management

Middle

Management

General

workforce

0 %

4 %

12 %

16 %

23 %

This cluster includes the machinery, electronics and metal industries,

the precision industry and industrial construction suppliers. On the

one hand, these companies have a very low proportion of women

in the general workforce, or 23%. However, in middle management

(16%) and senior management (12%) the industry cluster approaches

the average percentage of the overall sample. In the manufacturing

industry, 4% of executive board members are women, while

none of the companies has a woman as CEO.

This is characteristic of the pipeline for women at industrial companies:

a smaller percentage in the general workforce that nonetheless

tapers off less sharply toward the top than in other sectors.

Therefore, Swiss industrial enterprises have had relative success in

tapping their potential for developing internal talent by comparison with other sectors. However, a further increase in gender diversity will

require an increase in the percentage of women in middle management. There are no female supervisory board presidents in the manufacturing

industry, while 9% of all supervisory board members are women.

Life Sciences

CEO

EB

Senior

management

Middle

Management

General

workforce

0 %

11 %

21 %

33 %

38 %

The life sciences sector, which includes chemical, pharmaceutical,

medical technology and biotechnology companies, has a workforce

that is 38% female, which is about average. At 33%, the number of

women in middle management of the life sciences sector is high. In

senior management, the share of women is also above average at

21%. On the executive boards, 11% of the members are women, while

there is no female CEO in the life sciences sector. There are very good

conditions established in the sector to consistently promote talented

women in middle management and bring them into senior management

and onto the executive boards. Women represent 19% of supervisory

board members in the life sciences, while there are no female

SB presidents.

Retail/Consumer Goods

CEO

EB

Senior

management

Middle

Management

General

workforce

0 %

9 %

16 %

23 %

55 %

This industry cluster includes retail trade, food and other consumer

goods enterprises. This cluster stands out with a higher share of

women in the workforce than all of the other sectors (55%). The proportion

of women on the executive boards (9%), in senior management

(16%) and in middle management (23%) is very close to the

average of the participating companies of all the sectors. None of

the CEOs in the retail/consumer goods sector are women. The pipeline

for female talent is very typical: It tapers off significantly toward

the top of the hierarchy. Women represent 14% of supervisory board

members, while all of the supervisory board presidents are men.

schillingreport 2016 gender diversity | A Comparison of the Gender Mix at Swiss Companies

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6

A Look at Interesting Subgroups

The following special analysis of interesting subgroups and comparison with the overall sample are based on the results of the

survey on the percentage of women working at the individual hierarchical levels. The analysis is intended as a starting point for

a better understanding of specific developments and trends in Switzerland so that appropriate actions may be taken if necessary.

6.1

SMI Companies

The blue-chip SMI is Switzerland’s most important stock market index and includes the 20 largest SPI (Swiss Performance Index)

stocks. The SMI accounts for around 85% of the total capitalisation of the Swiss stock market. SMI companies are the leaders when

it comes to gender diversity. The SMI companies are analysed as a separate subgroup to identify important trends in relation to

the evolution of gender diversity on Swiss management boards.

Percentage of Women per Hierarchical Level at SMI Companies

CEO

EB

Senior

management

Middle

Management

General

workforce

SMI

19 %

26 %

32 %

9 %

0 %

5 %

Overall sample

8 %

15 %

23 %

39 %

Between 12 and 20 SMI companies took part in the survey, which

represents an above-average participation rate of 60%. SMI companies

have an average share of women in their workforce of 32%,

which is 7 percentage points lower than in the overall sample. The

proportion of women is 26% in middle management and 19% in

senior management. The percentages at these hierarchical levels is

higher than those in the overall sample (23% and 15%, respectively).

Women at SMI companies represent 9% of the executive board

members, slightly above the share in the overall sample. All SMI

companies are led by a man. Women represent 22% of supervisory

board members. There are no female supervisory board presidents.

6.2

Companies Affiliated with the Swiss Confederation

The 5 largest companies affiliated with the Swiss Confederation – Swiss Post, the defence manufacturer Ruag, the Swiss Federal

Railways (SBB), the Swiss Broadcasting Corporation (SRG) and the telecommunications provider Swisscom – are among the largest

employers in Switzerland. The results of these companies in the survey are of particular interest because the government wants

to play a leading role in matters of gender diversity. A survey of these companies also allows us to consider the impact on gender

diversity of the politically established framework conditions in comparison to the overall sample.

Percentage of Women per Hierarchical Level at companies affiliated with the Swiss Confederation

CEO

EB

Senior

management

Middle

Management

General

workforce

20 %

Enterprises

Affiliated with

the Swiss

Confederation 12 %

30%

17 %

14 %

5 %

Overall sample

8 %

15 %

23 %

39 %

All 5 of the aforementioned companies participated in and furnished

statistics for the survey. 1 of the companies is led by a woman, which

results in a high percentage of women at the CEO level, or 20%. On

the executive boards of the 5 companies, 12% of the members are

women, which is 4 percentage points more than on the executive

boards of all of the companies surveyed. Of the senior managers,

17% are women, which is also more than in the overall sample

(15%). At the middle management level, the share of women is

14%, which is lower than in the overall sample. The general workforce

of the 5 companies consists of 30% women. This relatively low

percentage is explained by the types of industries in which these

government-affiliated companies are involved. These sectors have a

low percentage of female employees.

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6 A Look at Interesting Subgroups

Therefore, the pipeline of women at these companies is atypical and the percentage of women increases toward the top. The relatively high

percentage of women in senior management and on the executive boards is striking when compared to the low percentage in the rank

and file and in middle management. Concerning the percentage of women at the top, these federally-affiliated companies are fulfilling the

pioneering role they have been assigned. This is confirmed by the above-average percentage of women on the supervisory boards of these

companies (27%) and the number of female supervisory board presidents (1 in 5).

6.3

Publically Owned Companies

The cantons are also paying more and more attention to gender diversity, both in their own ranks as well as in associated companies.

Therefore, we conduct a separate assessment of the percentage of women at these publically owned companies. This sample

consists of the federally-affiliated companies, the majority of the major utility companies and the larger cantonal banks, and other

publically controlled companies in the transport and financial sector. The sample covers a total of 21 companies.

The Percentage of Women per Hierarchical Level at Publically Owned Companies

CEO

EB

Senior

management

Middle

Management

General

workforce

Publically owned

companies

37%

17%

14 %

11 %

12 %

5 %

Overall sample

8 %

15 %

23 %

39 %

At the publically owned companies, 14% of CEOs are women, which

is above average, and 11% of executive board members are female.

Among the senior managers at the publically owned companies,

12% are women, which is fewer than in the survey’s overall sample

(15%). In middle management, the proportion of women at the

publically owned companies is 17%, also fewer than in the overall

sample. At all of the companies in this sample overall, 37% of the

employees are women, 2 percentage points fewer than in the comparison

group of all companies. The proportion of women on the

strategic management boards is also high, with 21% of supervisory

board members and 14% of publically owned company presidents

being women.

6.4

Cantonal Banks in Comparison to other Banks

Cantonal banks can be considered separately within the financial industry. A comparison with other banks allows us to determine

the progress that cantonal banks are making on issues of gender diversity within the financial industry. The sample in this case

consists of a total of 9 cantonal banks, the benchmark in terms of size being the 14 other participating financial institutions.

The Percentage of Women per Hierarchical Level at Cantonal Banks and other Banks

CEO

EB

Senior

management

Middle

Management

General

workforce

7 %

Other banks

10 %

15 %

21%

42%

0 %

6 %

5 %

Cantonal banks

16 %

45 %

The workforce of the cantonal banks surveyed consists of 45%

women, while this figure is 42% at the other banks. At the cantonal

banks, the proportion of women drops to 16% in middle management

and 5% in senior management. Both of these percentages are

lower than the comparable figures at the other financial institutions,

where the proportion is 21% in middle management and 15% in

senior management. The executive boards at the cantonal banks are

6% female, which is below the amount in the overall sample (8%)

and the other banks (10%). Women represent 7% of all CEOs at the

other banks, while there are no female CEOs at the cantonal banks

surveyed. They represent 20% of supervisory board members and

22% of the presidents of cantonal banks. Therefore, the financial

institutions controlled by the cantons have a good level of gender

diversity.

schillingreport 2016 gender diversity | A Comparison of the Gender Mix at Swiss Companies

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schillingreport 2016

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7

List of the Companies Included in the Report

ABB Ltd.

AFG Arbonia-Forster-Holding AG

Alpiq Holding AG

APG SGA SA

Autoneum Holding AG

AXA Winterthur

Bâloise-Holding

Bank Coop

Bank Julius Baer & Co. Ltd.

Basellandschaftliche Kantonalbank

Basler Kantonalbank

Bell AG

Bergbahnen Engelberg-Trübsee-Titlis AG

Berner Kantonalbank

BFW Liegenschaften AG

BKW Energie AG

BLS-Gruppe

Bossard AG

Calida Holding AG

Cembra Money Bank AG

Charles Vögele Holding AG

Clariant AG

Comet Holding AG

Coop Genossenschaft

CPH Chemie + Papier Holding AG

Credit Suisse Group AG

CSS Gruppe

Denner AG

Die Schweizerische Post AG

Dufry AG

EFG International AG

Ernst & Young AG

Evolva Holding AG

fenaco

Firmenich SA

Flughafen Zürich AG

Franke Holding AG

Galenica AG

Geberit AG

Generali (Schweiz) Holding AG

Georg Fischer AG

Graubündner Kantonalbank

Helsana Versicherungen AG

Helvetia Gruppe

Hypothekarbank Lenzburg AG

IBM Schweiz AG

Implenia AG

ISS Holding AG

IVF HARTMANN AG

Komax Holding AG

LafargeHolcim Ltd.

Landis+Gyr AG

LEM Holding SA

Liechtensteinische Landesbank

Luzerner Kantonalbank AG

Metall Zug Gruppe

Migros-Genossenschafts-Bund

Mobilezone AG

Mobimo Holding AG

Molecular Partners AG

Mövenpick Holding AG

Nestlé S.A.

Novartis AG

OC Oerlikon Corporation AG

Orior AG

PostFinance AG

PricewaterhouseCoopers

PSP Swiss Property AG

Raiffeisen Schweiz

Ringier Holding AG

Ruag Holding AG

Schindler Holding AG

SCHMOLZ+BICKENBACH AG

Schweizerische Bundesbahnen SBB

Schweizerische Mobiliar Versicherungsgesellschaft AG

Selecta Management AG

SFS Holding AG

SGS SA

Siegfried Holding AG

Siemens Schweiz AG

SIX Group AG

Sonova Holding AG

SRG SSR

St. Galler Kantonalbank

Sulzer AG

Suva

SV Group AG

Swiss Finance & Property Investment AG

Swiss International Air Lines AG

Swiss Life Holding

Swiss Prime Site

Swiss Re

Swisscom AG

Syngenta AG

Tamedia AG

Tecan Group AG

Thurgauer Kantonalbank

UBS AG

Valiant Holding AG

Valora Holding AG

Vaudoise Assurances Holding SA

Vontobel Holding AG

VP Bank AG

VZ Holding AG

Zug Estates Holding AG

Zuger Kantonalbank

Zürcher Kantonalbank

20 schillingreport 2016 gender diversity | A Comparison of the Gender Mix at Swiss Companies © 2016, guido schilling ag


8

Contact

For questions and information:

guido schilling ag

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www.schillingreport.ch

About guido schilling ag

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To fulfil this mission, Guido Schilling brings many years of experience as an entrepreneur and member of the supervisory boards of various

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Space for comments and notes

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gender diversity

guidoschilling

executive search

guido schilling ag Prime Tower Hardstrasse 201 CH-8005 Zürich

T +41 44 366 63 33 F +41 44 366 63 66 info@guidoschilling.ch www.guidoschilling.ch

Transparency at the Top. Since 2006, the schillingreport of guido schilling ag has surveyed the 100 largest Swiss employers regarding the

composition of their executive boards and various aspects of executive board members. Supervisory boards have been included in the survey

since 2010. The schillingreport also includes all Swiss Market Index (SMI) companies, which are examined separately as a subgroup along

with women, foreigners, as well as CEOs and supervisory board presidents.

In addition, guido schilling ag 2016 is expanding the established survey in two directions for the first time: In the «schillingreport gender diversity»,

the representation of women at Switzerland’s largest companies is examined up to middle management. And in the «schillingreport public sector»,

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