2 Key figures about employees
All key figures excluding hourly employees, including apprentices and interns.
| 2024 | 2023 | Change1 | 2022 | 20212 | 20202 | |
| Number of employees, employment relationship and employment level (GRI 2–7) | ||||||
| Total number of employees | ||||||
| Number of personnel units (full-time equivalents)3 | 561 | 548 | 2.3% | 525 | ||
| Number of employees (persons)4 | 647 | 638 | 1.4% | 610 | ||
| thereof in the Executive Board | 5 | 5 | 0.0% | 5 | ||
| thereof per level:5 | ||||||
| Level 1–2 | 145 | 159 | -8.8% | 162 | ||
| Level 3–4 | 209 | 200 | 4.5% | 179 | ||
| Level 5–6 | 239 | 231 | 3.5% | 220 | ||
| Level 7 + | 54 | 48 | 12.5% | 49 | ||
| thereof number of apprentices | 29 | 30 | -3.3% | 29 | ||
| thereof number of interns | 5 | 5 | 0.0% | 5 | ||
| Employees paid on an hourly basis6 | 36 | 37 | -2.7% | 35 | ||
| Employees by employment relationship (permanent/temporary/hourly)7 | ||||||
| Permanent employees8 | 637 | 628 | 1.4% | 603 | ||
| thereof women | 271 | 269 | 0.7% | 268 | ||
| thereof men | 366 | 359 | 1.9% | 335 | ||
| Temporary employees9 | 10 | 10 | 0.0% | 7 | ||
| thereof women | 6 | 4 | 50.0% | 2 | ||
| thereof men | 4 | 6 | -33.3% | 5 | ||
| Hourly employees10 | 36 | 37 | -2.7% | 35 | ||
| thereof women | 35 | 36 | -2.8% | 34 | ||
| thereof men | 1 | 1 | 0.0% | 1 | ||
| Employees by employment level (full-time/part-time)11 | ||||||
| Full-time employees | 396 | 381 | 3.9% | 399 | ||
| Women in full-time employment (compared to total head- count) | 18.1% | 16.6% | 1.5% | 19.3% | ||
| Women in full-time employment (compared to all women) | 42.2% | 38.8% | 3.4% | 43.7% | ||
| Men in full-time employment (compared to total headcount) | 43.1% | 43.1% | 0.0% | 46.1% | ||
| Men in full-time employment (compared to all men) | 75.4% | 75.3% | 0.1% | 82.6% | ||
| Part-time employees | 251 | 257 | -2.3% | 211 | ||
| Women in part-time employment (compared to total head- count) | 24.7% | 26.2% | -1.5% | 24.9% | ||
| Women in part-time employment (compared to all women) | 57.8% | 61.2% | -3.4% | 56.3% | ||
| Men in part-time employment (compared to total headcount) | 14.1% | 14.1% | 0.0% | 9.7% | ||
| Men in part-time employment (compared to all men) | 24.6% | 24.7% | -0.1% | 17.4% | ||
| New employee hires and employee turnover (GRI 401-1) | ||||||
| New employees12 | ||||||
| Number of employees (persons) | 71 | 83 | -14.5% | 67 | ||
| thereof employees under 30 years | 25 | 33 | -24.2% | 29 | ||
| thereof employees under 30 years (in per cent) | 35.2% | 39.8% | -4.6% | 43.3% | ||
| thereof employees between 30 and 50 years | 32 | 40 | -20.0% | 32 | ||
| thereof employees between 30 and 50 years (in per cent) | 45.1% | 48.2% | -3.1% | 47.8% | ||
| thereof employees over 50 years | 14 | 10 | 40.0% | 6 | ||
| thereof employees over 50 years (in per cent) | 19.7% | 12.0% | 7.7% | 9.0% | ||
| thereof women | 26 | 31 | -16.1% | 31 | ||
| thereof women (in per cent) | 36.6% | 37.3% | -0.7% | 46.3% | ||
| thereof men | 45 | 52 | -13.5% | 36 | ||
| thereof men (in per cent) | 63.4% | 62.7% | 0.7% | 53.7% | ||
| Employee departures13 | ||||||
| Annual fluctuation (net) | 47 | 40 | 17.5% | 59 | ||
| thereof employees under 30 years | 15 | 16 | -6.3% | 10 | ||
| thereof employees under 30 years (in per cent) | 31.9% | 40.0% | -8.1% | 16.9% | ||
| thereof employees between 30 and 50 years | 25 | 19 | 31.6% | 36 | ||
| 2024 | 2023 | Change1 | 2022 | 20212 | 20202 | |
| thereof employees between 30 and 50 years (in per cent) | 53.2% | 47.5% | 5.7% | 61.0% | ||
| thereof employees over 50 years | 7 | 5 | 40.0% | 13 | ||
| thereof employees over 50 years (in per cent) | 14.9% | 12.5% | 2.4% | 22.0% | ||
| thereof women | 20 | 25 | -20.0% | 28 | ||
| thereof women (in per cent) | 42.6% | 62.5% | -19.9% | 47.5% | ||
| thereof men | 27 | 15 | 80.0% | 31 | ||
| thereof men (in per cent) | 57.4% | 37.5% | 19.9% | 52.5% | ||
| Turnover (in per cent) | ||||||
| Annual turnover rate (net)14 | 9.20% | 8.0% | 1.2% | 10.3% | ||
| Annual turnover rate (gross)15 | 15.5% | 11.4% | 4.1% | 14.5% | ||
| Diversity | ||||||
| Governance bodies (GRI 405-1)16 | ||||||
| Number of members of the Bank Council: | 9 | 9 | 0.0% | 9 | ||
| thereof women | 1 | 1 | 0.0% | 1 | ||
| thereof women (in per cent) | 11.1% | 11.1% | 0.0% | 11.1% | ||
| thereof men | 8 | 8 | 0.0% | 8 | ||
| thereof men (in per cent) | 88.9% | 88.9% | 0.0% | 88.9% | ||
| Age structure of the Bank Council: | ||||||
| Proportion of Bank Council members under 30 years | 0.0% | 0.0% | 0.0% | 0.0% | ||
| Proportion of Bank Council members from 30 to 50 years | 44.4% | 44.4% | 0.0% | 44.4% | ||
| Proportion of Bank Council members over 50 years | 55.6% | 55.6% | 0.0% | 55.6% | ||
| Number of members of the Executive Board: | 5 | 5 | 0.0% | 5 | ||
| thereof women | 2 | 1 | 100.0% | 1 | ||
| thereof women (in per cent) | 40.0% | 20.0% | 20.0% | 20.0% | ||
| thereof men | 3 | 4 | -25.0% | 4 | ||
| thereof men (in per cent) | 60.0% | 80.0% | -20.0% | 80.0% | ||
| Age structure of the Executive Board: | ||||||
| Proportion of Executive Board members under 30 years | 0.0% | 0.0% | 0.0% | 0.0% | ||
| Proportion of Executive Board members from 30 to 50 years | 60.0% | 80.0% | -20.0% | 100.0% | ||
| Proportion of Executive Board members over 50 years | 40% | 20.0% | 20.0% | 0.0% | ||
| Age structure (GRI 2-7) | ||||||
| Employees under 30 years17 | 23.4% | 23.4% | 0.0% | 23.6% | ||
| Employees between 30 and 50 years | 47.6% | 47.0% | 0.6% | 46.4% | ||
| Employees over 50 years | 29.0% | 29.6% | -0.6% | 30.0% | ||
| Levels (own standard)18 | ||||||
| Proportion of women level 1 | 35.5% | |||||
| Proportion of men 1 | 64.5% | |||||
| Proportion of women level 2 | 66.4% | |||||
| Proportion of men 2 | 33.6% | |||||
| Proportion of women level 3 | 54.3% | |||||
| Proportion of men 3 | 45.7% | |||||
| Proportion of women level 4 | 42.7% | |||||
| Proportion of men 4 | 57.3% | |||||
| Proportion of women level 5 | 32.9% | |||||
| Proportion of men 5 | 67.1% | |||||
| Proportion of women level 6 | 24.6% | |||||
| Proportion of men 6 | 75.4% | |||||
| Proportion of women level 7 | 33.3% | |||||
| Proportion of men 7 | 66.7% | |||||
| Proportion of women level 8 | 14.3% | |||||
| Proportion of men 8 | 85.7% |
1 For the % comparison figures, the change is shown in basis points rather than as a ratio.
2 No key figures are shown for 2021 and 2020, as SZKB implemented a new HR system in 2022.
3 Excluding employees paid on an hourly basis and banking authority employees, including apprentices and interns (included at 50% as per SNB requirements).
4 Excluding employees paid on an hourly basis and banking authority employees, including apprentices and interns.
5 Explanations on the levels in chapter 2.2.1 Relevance, objectives, management approach and measures.
6 Hourly employees are not included in the other figures.
7 Excluding banking authority employees.
8 Apprentices and interns are counted as permanent employees. Excluding hourly employees.
9 Excluding hourly employees.
10 Hourly employees are not included in the other figures.
11 Excluding hourly employees and banking authority employees, including apprentices and interns.
12 New employees with a fixed-term employment relationship are not included.
13 Departures of employees with a fixed-term employment relationship and retired persons are not included.
14 Number of departures of permanent employees (as a percentage of the total headcount at the end of the year).
15 Number of departures (including retirements, deaths and terminations by the employer) (as a percentage of the total headcount at the end of the year).
16 The governance bodies comprise the Bank Council and the Executive Board.
17 Excluding Executive Board (from figures for 2024), excluding Bank Council members.
18 The figures for the previous year are not available due to a change in the computational logic from 2024.