Committed to diversity, equity, inclusion and belonging

At Credit Suisse, we are committed to strengthening inclusion and belonging at the bank. We are working to create an environment where all colleagues have access to opportunities to advance and reach their potential without barriers. We recognize that the diversity of our workforce gives us a better understanding of our clients’ expectations, cultural backgrounds and regional markets. Ensuring our environment is one where everyone feels they belong and can bring the full scope of their talents to bear will drive our collective ability to innovate and deliver cutting-edge ideas, products and services to our clients. Diversity, equity, inclusion and belonging are core to our purpose, and we are taking significant steps to further our commitment and deliver on our strategy.

As one of our core values, “Inclusion” is embedded in our daily operations to ensure sustainable change, from our performance evaluations, to recognition systems and promotion criteria – all reflect our objectives to advance a culture of inclusion. We recognize inclusion relies on the actions of all our colleagues, so we have continued to offer skill-building sessions to increase the inclusive leadership competencies of our senior leaders. This work is critical to continue raising awareness of key diversity and inclusion (D&I) matters, reducing bias and equipping our leaders with the right tools to ensure we further embed inclusion into our corporate culture. We also launched our “Advancing Inclusion” curriculum, our first Group-wide multi-media online learning program for all Credit Suisse employees. Rooted in our global policy for equal employment opportunity and dignity at work, our mandatory training course on “Working with Respect” continues to serve as a baseline for all employees, and we implemented a new learning module on microaggressions as part of this course in 2021.

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Driven by the full commitment of the Credit Suisse Board of Directors, the Executive Board and the senior leadership of all business divisions and functions, we continued to deliver on several commitments and priorities and made significant progress throughout 2021, including:

  • Launching the global Accessibility taskforce to meet our commitments to the Valuable 500, a global business collective made up of 500 CEOs and their companies, innovating together to promote disability inclusion and a focus on accessibility and measures to accommodate employees, clients and potential employees with disabilities.
  • Expanding inclusion and demographic questions in our culture survey to measure employee sentiment on inclusion, equity, belonging and engagement with a demographic filter for analysis (see A culture of performance and development section for more details).
  • Implementing a Diversity and Inclusion dashboard for our Executive Board members with clear targets and qualitative and quantitative measures to drive accountability and monitor progress towards targets.
  • Increasing our Black Talent representation in the US and UK to 4.3%, following our public announcement in 2020 of a US and UK target to double our Black Talent senior headcount and increase our overall Black Talent representation in those locations by 50% by 2024.
  • Increasing our representation of women globally to 40%, progressing towards our target of 42% by 2024.
  • Amplifying the voices of our underrepresented talent and fostering a culture of open dialogue and an environment that allows room for innovation and progress via our Courageous Conversations series, Employee Networks and CEO listening sessions with Black employees in the US and UK.
  • Proactively engaging with external stakeholders like our communities, clients, investors, suppliers, governments and regulators.
  • Over 1,800 people managers have participated in inclusive leadership training and interactive educational programs across the globe to build competency and increase active allyship among all colleagues.
  • Increasing LGBTQ+ allies to more than 6,000.

At Credit Suisse, we continue to strengthen external partnerships to enable our development on diversity, equity and inclusion best practices. We have been included in the Bloomberg Gender-Equality Index (GEI) for the third consecutive year in 2022, underscoring our commitment to transparency in gender-data reporting. In recognition of Credit Suisse’s commitment to gender pay equity, the bank was awarded the quality label from the Social Partnership Centre for Equal Pay in the Banking Industry and has been certified with the “Fair Pay” label and we continue to meet the reporting requirements on pay gap in the UK. Credit Suisse Poland was recognized as a “Fair to Women Employer 2021” by Vox Feminae Foundation for our strategic engagement in promoting equal treatment principles and equal opportunities for women in the labor market in Poland. In January 2022, we also celebrated our 17th consecutive year of achieving a score of 100% on the Human Rights Campaign Corporate Equality Index and remained a top 100 employer in the 2021 Stonewall UK Workers Equality Index ranking, which highlights our ongoing efforts to promote LGBTQ+ equality in the workplace.