A responsible employer

With its long-term business policy, BCF offers secure jobs in a high-performance company. The Bank motivates its employees through careful management and development measures at all levels. It encourages entrepreneurship by delegating responsibility and involving its teams in decision-making as much as possible. BCF encourages exchanges with the Bank through direct and spontaneous dialogue and a suggestion box managed by young employees. BCF offers attractive, family-friendly working conditions at all levels. It offers the possibility of phased retirement, annualised working hours, and unpaid leave to allow employees to pursue personal projects and activities.

BCF protects the integrity of its employees. It fights against prejudice and all forms of discrimination in the workplace and promotes diversity. In 2024, BCF did not identify any cases of discrimination.

Periodic employee satisfaction surveys are conducted, particularly during the appraisal interview, which assesses satisfaction on three levels: personal, team and Bank. The performance, skills and training needs of each employee are also assessed.

Following the measures taken in 2024 to promote soft mobility, the Fribourg urban agglomeration confirmed that BCF meets the requirements for a mobility plan. Thanks to this plan, employees receive financial benefits on annual Frimobil passes to promote soft mobility and a better quality of life.

All mandates and secondary employment outside the Bank must be declared to avoid any conflict of interest. Regular checks are conducted to identify any discrepancies in employee behaviour.

Within this context, the Bank regularly monitors compliance with guidelines and regulations, for example on insider trading and unfair competition.

BCF’s salary policy is based on the principle of equal pay for equal work. BCF was awarded the SGS Fair-ON-Pay Advanced certificate in the autumn of 2024, confirming that the company complies with the principle of equal pay for women and men. The certificate is valid for four years. BCF’s job model is the cornerstone of the implementation of equal pay. All functions are evaluated on a uniform scale and using objective criteria.

BCF encourages mixed teams (gender and age) that are able to develop more creative, viable and higher quality solutions.

In 2024, women represented 53% of the Bank’s workforce. BCF has set itself the goal of increasing the proportion of women in positions of responsibility.

The Bank is firmly committed to equal opportunities and fair employment conditions, and advertises all its positions internally and externally. Whether part-time or full-time, employees benefit from the same working conditions granted by the employer.

BCF takes into account the needs of its employees by offering them tailor-made solutions: in particular, it encourages parttime work by systematically proposing a choice of working time options for the positions it advertises.

BCF encourages the reconciliation of work and family life. For example, it has reduced the number of core hours during which employees are required to be present, enabling them to better balance working hours with their private commitments.

BCF takes preventive measures to promote health and is committed to minimising the risk of occupational illnesses. Ergonomics at the workplace is a priority: height-adjustable desks have been provided that allow employees to work standing up, and ergonomic advice has been provided by a specialist company. To prevent mental health problems, BCF works with the Clinique du travail, which provides personalised support for those at risk of overwork or who are victims of harassment, where necessary.

Employees benefit from excellent occupational and non-occupational insurance cover. Training and e-learning modules are offered to teach them the best ways to ensure their safety and health at work. Each year, employees are required to refresh their safety knowledge through one or more e-learning modules.

Employees who are absent for long periods due to illness are monitored individually.

Customer-facing employees receive regular training on how to deal with attacks of any kind.

Defibrillators are installed on the floors of the head office and branches to provide first aid in emergencies. Staff are trained in the use of these devices every two years, and each floor of the Bank’s head office has a designated person responsible.

BCF encourages its staff to take part in sporting activities. For example, it offers registration to the Kerzers Run.

On a regular basis throughout the year, the Bank organises leisure events for employees and their families.

The Bank provides 16 weeks of maternity leave and two weeks of paternity leave. In 2024, 6 employees took maternity leave, all of whom returned to work at the end of their leave. Employees have access to BCF-funded places at the University of Fribourg crèche. The possibility of working from home also helps to reconcile work and family life.

BCF offers job-sharing opportunities to its advisors, enabling them to achieve a better work-life balance while remaining in a position of responsibility.

BCF provides employees with the opportunity to work from home one day a week to ensure good team cohesion and a good work-life balance. A policy describes and defines the procedures, conditions and organisation of working from home.

When the working conditions allow it, employees can take long-term unpaid leave or increase their leave by reducing their salary.

In 2023, BCF increased the number of weeks of holiday for apprentices from 5 to 6.

Training is the foundation of a dynamic company. That is why BCF places great importance on both the basic and advanced training of its employees at all levels. It also trains many apprentices and all-round trainees. In 2024, BCF employed 20 apprentices and 5 all-round trainees, making 5% of the total workforce. The 6 apprentices and 3 all-round trainees who completed their training in 2024 decided to continue their careers at BCF. This loyalty is a true source of satisfaction for BCF, which relies on the commitment and skills of young talent to build its future.

Training to ensure quality

The skills of BCF’s customer advisors are regularly assessed to ensure the high quality of our advice and services. In 2024, BCF had 136 advisors certified by the Swiss Association for Quality (SAQ). This certificate is a guarantee of quality, certifying that the holder has the necessary skills and is familiar with the rules of conduct defined by the profession. BCF became a member of the Institut Supérieur de Formation Bancaire (ISFB) in 2022.

BCF supports its employees in various training programmes. More than 110 training courses are offered on the key skills related to the Bank’s main functions. New employees benefit from a common core of courses and e-learning and, for those who from outside the sector, basic banking training (6 people in 2024). New heads of organisational units receive the training required to obtain the leadership certificate of the Swiss Association for Leadership Training (SALT).

Continuous progress

The Bank ensures a high level of competence and professionalism by focusing on the ongoing training of its employees. This proactive approach enables it not only to meet the current requirements of the banking sector, but also to prepare for a future in which ESG criteria will be fully integrated into its products and services.

In addition to ongoing training, BCF actively supports employees who wish to pursue a higher education course. In 2024, 8 people obtained a diploma, including 2 postgraduate diplomas, 4 HES-SO bachelor’s degrees and 2 federal diplomas.

On 31 December 2024, 41 employees were in higher or postgraduate education.

Developing ESG advice

Initiated in 2023, ESG training for our employees continued in 2024. In addition, a new partnership was established with the Fribourg State Energy Department, the School of Engineering and Architecture of Fribourg (HEIA-FR) and the Établissement cantonal d’assurance des bâtiments (ECAB). The aim is to improve the energy renovation skills of our bank advisors, so that we can better support our customers in their transition to more sustainable buildings.

Since the beginning of 2024, the Bank has also been offering its employees online training in the form of e-Learning modules that cover the topics addressed in the face-to-face

Support staff development

To this end, the Bank offers 30 succession plans in the form of development programmes, job-related and cross-departmental training, specifically designed for talented individuals under 30 years of age who have completed or are in the process of completing higher education. The aim of these programmes is to prepare the next generation of internal talent and develop the key skills of the future.

As part of its preparation for retirement, BCF provides informative and interactive programmes for employees aged 55 and over. Courses on financial planning and inheritance law are also offered. From the age of 60, more personalised support is provided. This aims to get employees thinking about retirement planning, while addressing key issues such as health, well-being and the support organisations available.

BCF employees are members of the Banque Cantonale de Fribourg staff pension fund, which has a coverage ratio of 116%. BCF’s benefits are generous, with average contributions 2.5 times higher than those of its employees. The performance bonus is also subject to the pension fund. In 2024, BCF launched a platform that allows employees to determine their retirement conditions and run simulations at any time.