Sustainability targets

Our goal is for everyone in Switzerland to be able at all times to communicate in both the public and private spheres and to exploit the opportunities provided by digitisation. We see it as our duty to train users in the competent and safe use of digital media. We want to promote digitisation in Switzerland and thus enable the digital penetration of everyday life. In particular, we support children and young people in dealing competently with new opportunities. But we are also keen for the working population and senior citizens to recognise the opportunities that the information society holds for them.

Learn more about media skills

2023 measures

• Web portal for topics related to competent media use (point of entry).
• Course offering for professionals and companies (digital fitness at work).
• Substantial expansion of online training content (synchronous/asynchronous) for diverse target groups.
  

We benefit from a diverse workforce, which creates an enormous competitive advantage for us: with their different views and approaches, experiences, ideas and skills, employees inspire and learn from each other. As a result, Swisscom gains greater creativity, innovation and success. We pay attention to the fair treatment of employees regardless of their gender, age, background, language or sexual orientation. We also ensure the inclusion of employees with physical and psychological impairments. In doing so, we design relevant processes in recruitment, appointment, development, talent management and leadership culture in such a way that they counteract even unconscious stereotyping and enable true equal opportunities.

Achieving inclusion target

Swisscom has set itself the goal of reserving at least 1% of all jobs for employees with physical or mental performance impairments.

More about inclusion(opens in new tab)

2023 measures

• Promotion of flexible working models for women and men to be pursued further.

• Promotion of diversity with additional, business unit-specific measures will also be continued.

• The majority of job advertisements will be published with an employment level of 60–100%.
  

Employer attractiveness is a major priority for us in view of the increasing shortage of skilled workers. This is especially true for IT profiles. Under the motto ‘What you make of it is what makes us’, we pursue a strategy of attracting and retaining the best employees for Swisscom. Swisscom has set itself the goal of being one of the top three employers in the Swiss ICT industry by 2025.

2023 measures

• Future workplace project
  

• Flexible working time models
  

• There is a continued emphasis on agile forms of collaboration

To take advantage of opportunities presented by the digital change and to master its challenges, it is essential that our employees continuously expand their skills. We want to inspire talented people to join Swisscom and develop them into the specialists and managerial staff of the future.

2023 measures

• Skills development via strategic workforce management
  
• Ongoing development discussions with managers

As an employer, we take various measures to help employees so they stay healthy and motivated for the long term. In order to reduce work stress and strengthen resilience we promote a healthy work-life balance among our employees, e.g. through flexible working hours and by supporting sporting and other balancing activities with a wide range of offerings. We also offer our employees regular stress management and resilience courses. We want to maintain or reduce the absentee rate compared to the previous year.

Target days are based on standard working hours.

2023 measures

• Continuation of the measures initiated in 2022: mental health with the training courses for ‘Mental Health First Aid’ trainer and ‘Stress & Resilience’ trainer, as well as leadership training in presence management.
  
• Proactive advice for executives using data analytics.
• Offerings increasingly via online channels (independent of time and location) to increase penetration.
  

In order to keep up with the rapidly increasing data traffic, further expansion of the network is essential. Our goal is to be the first telecommunications provider in Switzerland to make innovations available to our customers. The area covered by the fibre-optic network (FTTH) is to be doubled by the end of 2025 compared with the beginning of 2020.

2023 measures

• Continuous network expansion in Swiss municipalities (German)

In our Swiss business, we will be completely climate-neutral across the entire value chain by 2025. Operational CO2 emissions will be reduced by over 90% compared to 1990. To achieve this, we are relying on 100% renewable energies, an emission-free vehicle fleet, heat pumps and, thanks to digitalisation, a climate-friendly way of working. We are systematically maximizing energy efficiency in our operations and supply chains by reducing CO2 emissions from our operations and supply chains to a total of 235,000 tonnes, which corresponds to a reduction path to well below 1.5 degrees. The remaining, unavoidable emissions from our value chain are offset.

2023 measures

• Refurbishment of buildings and heating systems, replacement of fossil fuel-burning heating systems with heat pumps.

• Electrification of the vehicle fleet and use of hybrid drives(opens in new tab).

• Agreements with A suppliers.

• Promotion of supplier participation in the Carbon Disclosure Project (CDP), dialogue with individual suppliers.
  

We will enable a positive CO2 contribution of 1 million tonnes per year by 2025. This corresponds to around two percent of all greenhouse gas emissions in Switzerland. We will achieve this by empowering our customers to reduce their own carbon footprint through our products and services. These include, for example, digital solutions for location-independent working and IoT (Internet of Things)-supported services for the optimization and remote monitoring of traffic, building technology and devices.

2023 measures

• Reduction of traffic through the promotion of homeworking and virtual conferences.
• Reduction of traffic through the promotion of remote maintenance and operations by using sensors (IoT solutions).
• Reduction of CO2 emissions from buildings by optimising heating and power supplies by using sensors (IoT solutions).
• Reduction of greenhouse gases through data-based tools for the decarbonisation of companies (greenhouse gas inventory, mobility data, Swiss Climate Challenge).
• Investing in and supporting start-ups with greenhouse gas reduction solutions.

Based on the commitments of our sustainability and supply chain strategy, we have further developed our circular economy activities. In this respect we are very well positioned with the take-back and second-life programmes (e.g. Swisscom Mobile Aid). There is potential for improvement with the circular economy compatibility of our own products and through greater transparency in network dismantling.

2023 measures

• Swisscom Mobile Aid for residential customers and business customers
• Buyback for residential customers and business customers, and extension of buyback to include tablets
• Repair offers

We are a member of the Joint Alliance for CSR (JAC). JAC is a consortium of 27 telecoms enterprises which checks the safeguarding of social responsibility in the production centres of the major multinational ICT suppliers. Most of these are located in China, Taiwan, India, Japan, South Korea and South America. We use audits to identify socially or environmentally unsatisfactory practices and take appropriate measures to address them.

2023 measures

• JAC Audit Campaign (onsite audits, mobile surveys); focus on critical commodity groups and based on SCRM (Supply Chain Risk Management) concept.

• Fokus Task Force(opens in new tab) JAC Human Rights (child labour, forced labour).
  

As a trustworthy partner, Swisscom works hard to meet stakeholders’ high expectations in terms of our integrity. We work in line with values and ethical principles and train our employees in lawful and value-oriented conduct.

2023 measures

• Raising employee awareness of business ethics

• Internal training cascade, starting from the GEB committee via management to employees