Corporate values are crucial
- HR managers are reporting a trend towards applicants specifically asking about the corporate culture during the interview.
- To gauge whether their own values are in line with the values of the potential new employer, diversity and ethics are increasingly topics that they raise.
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ESG and CSR33%
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ethics and corporate values31%
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sources of finance or investments27%
believe that strong corporate values improve employee recruitment and retention
Corporate culture and flexibility
- More than a third of the managers surveyed believe that working from home has a negative impact on corporate culture.
- Companies must adapt their corporate culture to hybrid forms of working and promote their values and standards in today’s world.
Transparency in diversity and sustainability
Companies believe that
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they need to create transparency about DEI and ESG60%
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protecting the environment is a priority59%
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ethical conduct is more important for employees53%
- A vibrant corporate culture helps to set a company apart from the competition and create a sense of belonging for employees.
- But corporate culture must go beyond mere words: companies must adopt and implement concrete measures.
- Clear purpose enables the company to send clear messages and strengthen the employer brand – both internally and externally.
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Companies are adopting these measures to promote diversity
Making information about DEI and ESG accessible
Providing training opportunities to reduce unconscious bias
Hiring new employees in line with DEI/ESG initiatives
Making company changes to improve employee experience
At Robert Half, we have many longstanding cornerstones defining our corporate culture, including integrity, inclusion, ethics and commitment to success. We strive to continuously create a culture where employees can connect, thrive and grow in a safe and ethical environment. With regards to DEI we are committed to an ongoing journey of learning and growth, across all levels of our business. Our DEI strategy is centred around 4 key development areas:
- Increasing diverse representation
- DEI education
- Activating our Employee Network Groups (ENGs)
- Building key business partnerships
Our goal is to understand and challenge inequity and address any barriers to inclusion which may exist. We continue to deliver a robust agenda of learning across all roles and levels of our business. We continue to review, refine and add-to our inclusion policy suite, and to build-out our strategic and intentional approach to DEI which puts our people (and their diverse lived experiences) at the centre of the story.
Our aspiration is to ensure that equity and inclusion are rooted in our systems, policies and programmes, in the short, medium and long terms.
We continue to invest in developing and delivering our ESG priorities by integrating social responsibility and sustainability throughout our business and in the communities where we live and work.
Source
The study was conducted on behalf of Robert Half in June 2022. 150 managers with HR responsibility (general managers, CIOs, CFOs) in small (50–249 employees), medium-sized (250–499 employees) and large (500+ employees) companies in Switzerland were surveyed. The salary information is based on actual agreed salaries from several thousand successful placements. They are average values for Switzerland. The salaries refer to gross annual salaries without perks and benefits. Any male-only designations in this salary guide are for simplification and refer equally to members of all genders (f/m/x); full gender equality is assured.
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