Gender balance
We’re dedicated to equal opportunities and fair pay, and we’re making steady progress. We monitor talent flows across businesses and regions to ensure that everyone at Swiss Re has the opportunity to grow and thrive. In line with our focus on balanced representation, we aim for more than 35% women and more than 35% men in senior leadership roles. This approach supports stronger decision-making, better business outcomes, and a more inclusive workplace.
We’re fostering gender balance through these key initiatives:
Further Information
Equal pay for equal work
Swiss Re remains committed to ensuring equal pay for equal work and applies a neutral, non-discriminatory approach to determining pay at all levels. Each year, we review individual salaries, target incentives and actual incentives to ensure pay equity, market competitiveness, and pay for performance. This approach includes, for example, defining compensation ranges by job family in the local market and applying strict governance to compensation decision-making and approvals. In addition, line managers have access to dashboards that help them analyse pay equity and compensation levels for their teams. These provide real-time insights at each stage of the employee lifecycle (hiring, promotion, role changes, etc.).
At our larger locations, we regularly conduct statistical analyses to identify and address any potential risk of bias in compensation setting. We monitor pay equity alongside market practices, in line with local laws and regulations, and address concerns to ensure that all employees continue to be treated fairly.
When we look at the “adjusted gender pay gap” — which compares the pay of people in similar roles, in the same country and corporate band — we see no systemic bias. Globally at Swiss Re, the adjusted pay gap between men and women is on average 1.7% (as of June 2025). For the UK, data on the relative gender pay gap can be found here.
In 2024, Swiss Re received the Fair Pay Workplace certification for adhering to established pay equity rules and standards. Our median unadjusted gender pay gap, as measured by Fair Pay Workplace, was 36.52%.
Flexible working
Flexible working practices benefit all employees. We recognise that different people have different needs and preferences when it comes to working, and we’re committed to accommodating informal and formal flexible work arrangements. Our Own The Way You Work programme motivates and engages high-performance teams by allowing employees to decide how, when and where to carry out their tasks while considering client and team needs, and in compliance with the applicable laws, rules and regulations of their particular region. Read more about our Own the Way You Work programme here.
Being a parent at Swiss Re
At Swiss Re, we understand that having and raising children brings great joy – and also new priorities that shape everyday life. We support our employees in balancing career and family responsibilities, empowering them to put their families first when it matters most.
To help with this, we offer a range of programmes and support services tailored to local needs, such as holiday care and day care. In addition, we’ve introduced a global minimum standard for parental leave – enhancing our support for working parents and reinforcing our commitment to equity and work-life balance.
Employees who become parents are now eligible for paid parental leave: primary caregivers receive a minimum of 16 weeks, and secondary caregivers a minimum of 4 weeks.