Corporate culture and image

We firmly believe that salary and career opportunities cannot be based on age, gender, lifestyle or origin. To demonstrate that we mean this, the independent firm SQS has performed a number of audits at FINMA and has awarded it the recognised “Good Practice in Fair Compensation” certificate. We are proud of this, and it encourages us to live out our convictions.

Around 40% of FINMA employees are female. The proportion of women across all levels of senior management is 27%. The long-term objective for FINMA is to increase the number of women in senior management to reflect the percentage of female employees.

FINMA managers at all levels are also specialists. Flat hierarchies, pragmatic management tools and teams organised according to the projects they are working on permit direct and clear communication and a mutual exchange of knowledge.

We do not have a formal dress code, but instead wear clothes that are suitable and appropriate for our tasks and meetings on any particular day.

At FINMA you will find employees with a wide range of competencies and diverse experiences, people in different life situations and of different origin. All employees are treated with respect, allowing them to develop their potential and make their own contribution to our common goal. Differing views have a positive effect and lead to innovative ideas. For this reason, we support and encourage diversity and uniqueness among our employees.

It is important to us that employees have all the relevant information and that knowledge is shared. With this in mind, in addition to the usual manager briefings FINMA also takes steps to keep staff informed and involved in as many processes as possible. Some examples are regular information events and updates on a range of topics.

FINMA does not focus primarily on an employee’s age. Instead, it attaches greater importance to knowledge, skills, experience and performance, along with integrity and motivation. Older employees are valued for their wealth of experience gained over many years. They are and will remain crucial to the fulfilment of FINMA’s mandate. This is reflected, for example, in programmes such as the so-called rainbow career positions for employees over the age of 58. These seek to ensure that valuable knowledge and special skills are retained for the future.