CEMBRA MONEY BANK AG Annex to Sustainability Report 2023
Contents | |||
Our contributions to the Sustainable Development Goals (SDG) | |||
Supplemental information: Quality and integrity of products and distribution | |||
Part-time work of workforce according to seniority and gender | |||
Freedom of association and facilitation of collective bargaining | |||
Paid short-term leave for family matters, dependent care and special leave | |||
Improvements regarding used materials relating to "Operational environmental management" | |||
Waste disposal - no industrial or hazardous waste generation | |||
Engagement with value chain on climate-related issues is not applicable | |||
6.5 | Material environmental topics | 11 | |
7 | Supplemental information: Business integrity | 11 | |
7.1 | Tax policy statement | 11 | |
7.2 | Tax policy: no tax-shifting | 11 | |
7.3 | No financial assistance received from governments | 11 | |
7.4 | Micro finance and other international financing or sustainability approaches | 11 |
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
8 | Supplemental information: Community engagement | 11 | |
9 | Supplemental information: Risk management | 12 | |
9.1 | Risk culture: financial incentives incorporate risk management metrics | 12 |
1 About this document
This Annex to the Sustainability Report 2023 ("Annex") contains supplementary information and disclosures concerning sustainability at Cembra. This document was approved by Cembra's Sustainability Committee in March 2024, and it should be read in conjunction with our Sustainability Report 2022 on pages 30-74 of our Annual Report 2023 and the information available at www.cembra.ch/sustainability. The chapters and the page numbers refer to our Annual Report 2023, which is available at www.cembra.ch/financialreports.
2 Supplemental information: Our approach to sustainability
2.1 Our contributions to the Sustainable Development Goals (SDG)
SDG 4 | Quality Education, particularly | See Sustainability Report chapter 5 on people and |
target 4.4 | development, sections on "development and training" and | |
"apprenticeship programme" | ||
SDG 5 | Gender Equality, particularly | See Sustainability Report chapter 5 on people and |
target 5.b | development, sections on "diversity and equal pay", | |
"working conditions" and "women-only networking groups" | ||
SDG 8 | Decent Work and Economic | See Sustainability Report chapter 7 on business integrity, |
Growth, particularly target 8.2 | section on "longstanding active relationships" | |
and 8.3 | ||
SDG 10 | Reduced Inequalities, particularly | See Sustainability Report chapter 5 on people and |
target 10.3 | development, section "diversity and equal pay" page and | |
this Annex to Sustainability Report 2023, section 5 | ||
SDG 12 | Sustainable Consumption and | See Sustainability Report chapter 6 on environmental |
Production, particularly target | stewardship, section "ongoing shift towards financing of | |
12.6 | electromobility" | |
SDG 13 | Climate Action, particularly 13.1 | See Sustainability Report chapter 6 on environmental |
stewardship, section "operational environmental | ||
management" | ||
SDG 16 | Peace, Justice & Strong | See Sustainability Report chapter 7 on business integrity, |
Institutions, particularly 16.6 | section on "compliance and risk framework" |
3 Supplemental information: Customer orientation
(no supplementary information)
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
4 Supplemental information: Quality and integrity of products and distribution
4.1 Responsible marketing campaigns
In addition to our "Policy on marketing activities and external correspondence" (see Annual Report 2023 pages 44-45and 70) we are convinced that responsible marketing has to build trust between the company and our customers. This means that our market offering is not only profit-driven, but also reinforcing social and ethical values for the benefit of citizens. For example, we evaluate all advertising and marketing content for gender biases prior to publication and pre-test new concepts with potential audiences during development.
We integrated these elements into our outgoing marketing campaign - focusing on personal loans as financing solutions for life-cycle events, e.g. moving to a new apartment, financing a car or further education. In 2024, a new campaign will tell authentic, everyday stories, that position Cembra as a reliable and supportive partner around savings, loans and payment solutions.
For the Certo! One Mastercard marketing campaigns, naturally a diverse group of persons is shown to represent the individuality and broad target group of the offering:
In the production of POS material and give aways, we carfully select suppliers and materials. Marketing materials such as e.g. brochures are now predominantly distributed in digital formats or printed on demand. CO2 emmissions are compensated whenever possible.
5 Supplemental information: People and development
5.1 Employee information
Well-informed employees are important for the success of our Bank. The majority of information is shared via our intranet. There, all employees can find information such as news from Cembra and the Group or individual departments, CEO updates, human resources, internal trainings, updates on directives, supporting material or
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
links to other helpful tools and external information. Other channels are also used such as emails, town halls or top-down communication via line managers.
5.2 Predominantly permanent employment contracts
More than 95% of our staff members are employed under Swiss law. In certain cases, employees are hired on a temporary basis, especially if they are filling in for other employees who are on leave (e.g. parental leave, sabbaticals, illness) or are working on specific projects. Temporary employees hired through recruitment agencies, generally for a few weeks or months and at short notice, are not included in this report.
5.3 Employee level structure
We have an employee level structure that fits the size of the Bank and ensures fairness and equity in attracting, retaining and engaging highly qualified talent. The levels are Employee, Senior Employee, Management and Senior Management. In addition, every role has a job code assigned.
Employee Level | Definition |
Senior Management | Management Board members plus extended Management Board Members |
with key responsibilities. | |
Management | Senior people managers and specialists, key roles without leadership |
Senior Employee | People manager, specialists and experienced employees |
Employee | Junior specialists and professionals |
5.4 Part-time work of workforce according to seniority and gender
Part-time work of workforce according to seniority and gender (headcount):
2023 | 2022 | 2021 | |
Men | |||
Senior Management | 1 | 2 | 1 |
Management | 3 | 3 | 2 |
Senior Employees | 14 | 14 | 12 |
Employees | 19 | 22 | 25 |
Total men | 37 | 41 | 40 |
As % of all men | 7.9% | 8.3% | 8.2% |
Women | |||
Senior Management | 2 | 2 | 2 |
Management | 8 | 6 | 5 |
Senior Employees | 50 | 42 | 43 |
Employees | 117 | 136 | 145 |
Total women | 177 | 186 | 195 |
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
As % of all women | 42.5 | 42.2% | 41.9% |
Total | 214 | 227 | 235 |
As % of all employees | 24.2% | 24.1% | 24.6% |
Definition of Senior Management as of 31.12.2023: 7 Management Board members plus 5 extended board members with key responsibilities
Definition of Senior Management as of 31.12.2022: 7 Management Board members plus 5 extended board members with key responsibilities
Definition of Senior Management: as of 31.12.2021: 8 Management Board members plus 4 extended board members with key responsibilities Cembra excluding CembraPay (former Swissbilling and Byjuno) and Cembra Technologies
5.5 Permanent and temporary contracts by gender
2023 | 2022 | 2021 | |
Permanent Contract | |||
Male | 461 | 480 | 480 |
Female | 403 | 440 | 454 |
Temporary contract | |||
Male | 9 | 12 | 10 |
Female | 13 | 11 | 11 |
5.6 Turnover and seniority by gender
2023 | 2022 | 2021 | |
Total turnover rate | 16% | 15% | 12% |
Turnover Senior Management | 8% | 33% | 8% |
Turnover Management | 11% | 11% | 11% |
Turnover Senior Employees | 10% | 13% | 10% |
Turnover Employees | 20% | 16% | 14% |
Total turnover rate | 16% | 15% | 12% |
Of which women | 53% | 42% | 47% |
Of which men | 47% | 58% | 53% |
Total average number of years of employment | 10.2 | 7.4 | 9.7 |
Of which women | 10.7 | 7.2 | 9.9 |
Of which men | 9.7 | 7.5 | 9.4 |
Cembra excluding CembraPay (former Swissbilling and Byjuno) and Cembra Technologies
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
5.7 Promotions and exits by gender
2023 | 2022 | 2021 | |
Total internal promotions | 65 | 51 | 36 |
Of which women | 45% | 49% | 58% |
Of which men | 55% | 51% | 42% |
Total exits | 144 | 148 | 129 |
Of which women | 53% | 41% | 45% |
Of which men | 47% | 59% | 55% |
Cembra excluding CembraPay (former Swissbilling and Byjuno) and Cembra Technologies
5.8 Mandatory and non-mandatory training
Details on mandatory and non-mandatory training are provided in the Sustainability Report, chapter 5. The total mandatory and non-mandatory training per employee was 8.0 hours in 2023 (2022: 8.1 hours)
5.9 Entries into workforce
In 2023, 50 of 103 entries (see Annual Report 2023 p 55), were recruited internally.
5.10 Gender and age of workforce according to seniority
Age and gender of workforce according to seniority (headcount):
2023 | ||||
Age < 30 | Age 30-50 | Age > 50 | Total | |
headcount | ||||
Men | ||||
Senior Management | 1 | 7 | 8 | |
Management | 39 | 19 | 58 | |
Senior Employee | 6 | 142 | 65 | 213 |
Employee | 48 | 93 | 50 | 191 |
Total men | 54 | 275 | 141 | 470 |
Women | ||||
Senior Management | 3 | 1 | 4 | |
Management | 13 | 4 | 17 | |
Senior Employee | 4 | 85 | 28 | 117 |
Employee | 60 | 138 | 80 | 278 |
Total women | 64 | 239 | 113 | 416 |
Total at 31 Dec. | 118 | 514 | 254 | 886 |
For definition of Senior Management see table 5.2 Part-time work of workforce according to seniority and gender.
Cembra excluding CembraPay (former Swissbilling and Byjuno) and Cembra Technologies
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
2022 | ||||
Age < 30 | Age 30-50 | Age > 50 | Total | |
headcount | ||||
Men | ||||
Senior Management | 2 | 6 | 8 | |
Management | 40 | 17 | 57 | |
Senior Employee | 4 | 143 | 68 | 215 |
Employee | 66 | 93 | 53 | 212 |
Total men | 70 | 278 | 144 | 492 |
Women | ||||
Senior Management | 3 | 1 | 4 | |
Management | 12 | 5 | 17 | |
Senior Employee | 2 | 81 | 27 | 110 |
Employee | 67 | 166 | 87 | 320 |
Total women | 69 | 262 | 120 | 451 |
Total at 31 Dec. | 139 | 540 | 264 | 943 |
5.11 Nationality of workforce
Nationality of workforce according to seniority (headcount):
2023 | 2022 | 2021 | |||||||
Swiss | Non-Swiss | Swiss | Non-Swiss | Swiss | Non-Swiss | ||||
Senior Management | 7 | 5 | 7 | 5 | 8 | 4 | |||
Management | 51 | 24 | 51 | 23 | 49 | 22 | |||
Senior Employees | 191 | 139 | 194 | 131 | 189 | 122 | |||
Employees | 338 | 131 | 388 | 144 | 411 | 150 | |||
Total | 587 | 299 | 640 | 303 | 657 | 298 |
For definition of Senior Management see table 5.2 Part-time work of workforce according to seniority and gender.
Cembra excluding CembraPay (former Swissbilling and Byjuno) and Cembra Technologies
5.12 Maximum working hours and paid overtime
In Switzerland, maximum working hours for employees are defined in the Swiss Federal Law on Employment in Trade and Industry (Employment Act; "Arbeitsgesetz"). Overtime is regulated in the Employment Act as well as in the Swiss Code of Obligations. Even though maximum working hours and paid overtime are topics already covered by applicable Swiss law, Cembra has also covered these aspects in its "Working Hours Regulations" policy.
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
5.13 Freedom of association and facilitation of collective bargaining
Cembra respects the right of employees to form and join trade unions and employee associations. Employees who are members of a trade union or employee association are at no time disadvantaged or favoured. Cembra does not collect information on whether employees join an association or not.
All Cembra employees are employed under Swiss law, which ensures freedom of association under the Federal Constitution and the Workers' Participation Act ("Mitwirkungsgesetz"). The employee's right to form and join trade unions and employee representative bodies is additionally explicitly mentioned in Cembra's Code of Conduct. Furthermore, termination of the employment contract by the employer on the grounds that the employee belonged to an employee association or legally exercised a trade union activity is unlawful under the Swiss Code of Obligations. There are no statutory collective agreements in Switzerland, nor did Cembra voluntary agree to one. Salaries are set during the contract negotiations and are generally based on the salaries customary in the financial industry.
5.14 Paid short-term leave for family matters, dependent care and special leave
We grant employees paid days off for various family matters, such as their own wedding, the wedding of close relatives, the death of a close family member, and moving house (see Article 38 of the Staff Regulations, which are available on request).
Our flexible work arrangements and rules governing work-time reduction generally allow employees to provide dependent care when needed. In addition, employees are entitled to get paid leave for dependent care three days off each time their children or other family members are sick (the statutory minimum in Switzerland, see Article 38 of our Staff regulations). In addition, as part of the flexible organisation of work, employees can compensate overtime and/or take leave at short notice.
Cembra offers fully paid maternity leave of 16 to 24 weeks (depending on seniority). This exceeds the legal requirement of 14 weeks. Fully paid paternity leave is 10 workdays which is also the statutory minimum in Switzerland. A statutory 14-week parental leave is granted for caring for a child with a serious health condition.
Unpaid leave (e.g. long-term elderly care) can be taken after consultation with superiors. There are no special requirements to be met in this respect.
The company provides access to onsite lactation rooms.
As a direct financial support to families, Cembra pays CHF 3,000 per year to employees if at least one child under 18 years lives in the same household (e.g. to cover a part of the costs for childcare facilities).
5.15 Healthy work environment: emergency response system
Cembra has an emergency response system. Emergency first-aiders have been appointed throughout the Group. They receive training every two years to hone their skills and stay up to date.
In this context, a Total Recordable Injury Rate (TRIR) is not applicable because Cembra is a financial services provider operating in Switzerland only.
5.16 Champions networks
There are group-wide internal networks of "Champions" in charge, including compliance and BCM topics:
- Business Continuity Champions
- CCRP (Customer complaint resolution process) Champions
- Communications Champions
- Governance Managers
- Operational Risk Champions
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
5.17 Additional gender-related labour practice indicators
In addition to Annual Report 2022 p 50-51 and to section 5.7 above, we provide gender-related indicators according to the Bloomberg disclosure standard.
Indicator | 2023 | 2022 | 2021 |
Share of women in total workforce (as % of total | 47.0% | 47.8% | 48.7% |
workforce) | |||
Share of women in executive positions | 14.3% | 14.3% | 0.0% |
Share of women in all management positions, including | |||
junior, middle and top management (as % of total | 32.9 | 32.1% | 32.7% |
management positions) | |||
Share of women in junior management positions, i.e. first | |||
level of management (as % of total junior management | 35.4% | 34.0% | 34.9% |
positions) | |||
Share of women in middle management positions | 34.1% | 32.9% | 37.0% |
Share of women in top management positions (as % of | 26.8% | 24.4% | 25.3% |
total top management positions) | |||
Share of women in management positions in revenue- | |||
generating functions as % of all such managers (i.e. | 24.0% | 28.9% | 32.0% |
excluding support functions such as HR, IT, Legal, etc.) | |||
Share of women (manager and non-manager) in revenue- | |||
generating functions as % of all (i.e. excluding support | 50.3% | 54.7% | 55.5% |
functions such as HR, IT, Legal, etc.) | |||
Share of women in STEM1-related positions (as % of total | 15.2 | 13.2% | 19.3% |
STEM positions) | |||
6 Supplemental information: Environmental stewardship
6.1 Improvements regarding used materials relating to "Operational environmental management"
Improvements relating to operational environmental management (AR pages 59-60) made in 2023:
- LED Lamps. In 2023, Cembra HQ replaced a significant number of conventional light bulbs with old technology
Improvements made in earlier reporting periods:
- Eco-friendlycredit card. In July 2022 we issued the Certo! Mastercard, made from 80% recyclet plastic materials to replace the old Cumulus-Mastercard credit cards which make up the lion share in the number of credit cards we issue. At the same time, the new Certo! One Mastercard was introduced, which is made from 100% recyclet plastic materials. In 2021 we had issued the first recyclable credit card in Switzerland as part of the partnership with IKEA. The credit card is made from 99% recycled plastic materials and it is recyclable.
1 STEM stands for science, technology, engineering and mathematics
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
- Server Room temperature increase: Since November 2022, Cembra runs it Server Room temperature between 26°-29° instead of 22° - 25°. This increase is still acceptable and supports electricity saving targets.
- Campaign to save electricity: in November 2022, Cembra started within their employees to increase awareness about energy saving.
- Energy-efficientIT equipment and infrastructure. We aim to improve energy efficiency in our own operations but also strive for high standards in our value chain. By law, IT equipment has to comply with stringent standards. We dispose of old equipment through standard Swiss channels and this is included in the purchasing price. We make use of infrastructure services, and the majority of our IT infrastructure is managed and operated by Swisscom, which runs a strict environmental monitoring programme.
- Low paper consumption: The paper consumption declined significantly during the Covid-19 pandemic and was kept low also after the pandemic, in addition to guidelines on zero internal colour printing. We use electronic devices (e.g. laptops and video screens in meeting rooms) to a large extent, instead of printing paper for internal work. Employees are encouraged to refrain from printing documents whenever possible.
- Free water dispensers. At the headquarters, plastic water bottles and plastic cups were replaced with tap water dispensers in the first quarter of 2021. All employees got a sustainable water bottle from the Drink & Donate Foundation, supporting a good cause.
- Plastic-freecatering. More sustainable catering for employees at our headquarters was implemented in 2020.
6.2 Waste disposal - no industrial or hazardous waste generation
Cembra discloses its waste disposal since FY 2019. See AR 2022 table p54 for figures.
Since 2019, Cembra receives a PET recycling annual certificate from PET-Recycling Schweiz. The scope is PET bottles collected and recycled in our headquarters. In 2021, a further decrease on the kilograms recycled was caused by the lockdowns and home-office practice.
The disposal of hazardous waste is regulated in Switzerland. No industrial or hazardous waste is generated by Cembra except for empty printer toner cartridges, which are sent back to the producer. We therefore do not have a hazardous waste disposal programme.
Recycled waste: In 2023, the estimated recycled waste was about 520 kg (2022: about 1,240 kg).
6.3 Fossil fuel exposures and low-carbon products
Except for our vehicle financing products, the company car fleet and our gas consumption, all of which are described in Annual Report 2022 p54-56, Cembra considers that it has no other significant exposure to fossil fuels.
Cembra classifies electric vehicles financing as low carbon products (see Annual Report 2022 page 56).
6.4 Engagement with value chain on climate-related issues is not applicable
As Cembra does not directly invest in companies, engagement with investee companies is neither relevant nor possible. The engagement with our business partners is described in the Business Partners' Principles of Conduct and in the Annual Report 2022 on Supplier standards, principles and processes section (AR 2022 pages 60-61) by our supply management principles, where also environmental and social issues are addressed.
Cembra Money Bank AG - Bändliweg 20 - CH-8048 Zurich - Tel. +41 44 439 81 11 - www.cembra.ch
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Cembra Money Bank AG published this content on 19 March 2024 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 21 March 2024 06:10:14 UTC.
