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Sustainability

Investing in people

Investing in people

UBP’s dynamism stems partly from our ability to attract the most skilled people in every country in which we operate, uniting them through the Group’s values.


Employee recruitment and retention 

At UBP we are determined to provide a work environment that inspires and motivates our highly skilled staff and attracts new, driven talent. We closely observe the evolution of working practices and career expectations and adapt our recruitment and remuneration policies accordingly to remain a competitive employer, especially for the next generation.

We count over 60 nationalities among our employees and view internal mobility as an opportunity to support personal development as well as increasing teamwork between divisions and countries. Our business is constantly evolving, and having staff members move between divisions and internationally is a way for our Group to remain dynamic, keep staff motivated, share experience and spread best practice.

The well-being of employees remains a key priority for UBP and we regularly track both short- and long-term employee satisfaction with various measurement instruments.

Learning & Development

Globalisation, digitalisation and changing compliance rules mean that the skillsets required in our industry are evolving rapidly. To foster expertise, motivation and responsibility, UBP believes it is vital for its employees to be able to access opportunities that help them maintain the highest level of know-how and competence. We offer a wide variety of learning and development programmes that help us strengthen our continuous and company-wide learning culture.

The Leadership Development Programme (LDP) enhances the management skills of individuals across all professions and includes in-depth training in leading change as well as a group project in close collaboration with UBP’s senior management. The new concept of the LDP, which brings together managers from multiple UBP locations, is delivered in collaboration with the renowned IMD Business School in Lausanne.

The Talent Management programme is intended to develop our people’s expertise and forms the backbone of UBP’s succession plan. The Executive Committee, management teams and the Human Resources department together identify staff members with particular development potential and put together customised training plans for them.

The Swiss LSFin-Ready course, devised in partnership with the Institute for Studies in Finance & Banking (ISFB), is an initiative that is aimed at all employees in Switzerland who want to improve their knowledge of banking-related matters.

Our partnership with the INSEAD Business School in Paris and Singapore attests to our commitment to high-level education and the transmission of excellence from one generation to the next. This alliance enabled INSEAD to endow the de Picciotto Chair in Alternative Investments in 2003. 

The Next Generation

UBP has a solid tradition of training apprentices. Each year, in Switzerland, the Bank welcomes young people who enrol for a three-year apprenticeship in order to obtain the Federal Certificate of Proficiency in Commerce with a specialisation in banking. In Singapore, UBP is participating in a state programme giving trainees the chance to gain insights into the banking environment over a nine-month period.

We have recently widened the employment and learning opportunities offered to young talent by launching a Graduate Programme under which we take on university graduates for an 18-month traineeship rotating between departments. 

Diversity & Inclusion

Our diverse workforce drives progress and innovation at UBP. We are committed to ensuring fairness, equal opportunities and equal rights for all our people, and condemn every form of discrimination. We treat all employees alike, regardless of their ethnicity, nationality, gender, gender identity, sexual orientation, religion, age, marital or family status, or any other status protected by applicable local laws, including pregnancy and disability. UBP has implemented the latest Swiss gender equality norms in terms of remuneration practices, as well as diversity and anti-discrimination policies.

We promote diversity and inclusion in all our HR processes, from the early recruitment stages to promotions and pay reviews. Our efforts to build a diverse workforce are well reflected in the over 60 nationalities it comprises. We also emphasise inclusion with each business acquisition, illustrating our integration capabilities.

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For several years now, the Bank, its managers and its funds have regularly received awards from independent research institutes.

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