Responsibility – Employees
Flughafen Zürich AG employs around 1,700 people in over 70 different occupations. This diversity makes the airport operator one of the regionʼs most attractive employers. The company offers fair market-based remuneration, equal opportunities for all, and promotes employeesʼ professional development. It also offers traineeships and internships.
Zurich Airport is a unique place to work – as well as the 1,700 people who work for Flughafen Zürich AG itself, there are some 25,000 employees of another 280 companies who help ensure the airport runs smoothly, operate the commercial spaces and provide services.
The latest information about Flughafen Zürich AG as an employer and current vacancies can always be found on the website.
FLUGHAFEN ZÜRICH AG AS AN EMPLOYER
For the airport operator, its employees are the key to lasting success so its human resources management is accordingly geared to the long term. The companyʼs human resources policy sets out the most important elements:
Co-determination and active participation are essential elements of the companyʼs values. Flughafen Zürich AG regularly conducts employee surveys and implements continuous improvement initiatives. Employees interact with one another respectfully, support each other and cultivate a culture of open and transparent communication.
Career development opportunities
Based on a personnel development concept, Flughafen Zürich AG takes specific measures to both retain and develop its employees and managerial staff. This is based on a personnel development concept. For instance, suitable employees can take up airport-related posts abroad and consequently benefit from the opportunity of developing their skills in an international environment. The company offers a range of internal and external training and professional development opportunities.
Trainees and interns
Flughafen Zürich AG considers providing basic vocational education to be both an economic necessity and a social duty. It ensures that trainers have the necessary qualifications and practical experience and takes great care to choose the right interns and trainees. It also fosters the vocational, personal and social development of interns and trainees, ensuring they are well prepared to enter the world of work on completion of their education. Interns and trainees are often offered the opportunity to work at the airport after their training. These highly motivated employees are valuable additions to the workforce.
In-house health management activities focus on promoting and maintaining the health of the entire workforce, as healthy employees perform better and are more highly motivated. Moreover, absentee rates and staff turnover are reduced. Both the company and employees themselves share responsibility for the success of health management.
Staff Representation Council (PEV)
Flughafen Zürich AG has a staff representation council which represents employeesʼ interests and liaises closely with the Management Board.
Flughafen Zürich AG undertook an analysis of pay equality and found that the average pay gap between women and men is 2%. To permit an objective assessment of pay equality, average wages were compared at each function level. When comparing the average wages of women and men, only the function levels which had sufficient numbers of women and men to make comparison meaningful were analysed. As required by Swiss law, the companyʼs pay equality statistics will be published in the 2021 Annual Report. The figures for this will be collated in the first half of 2021 with the assistance of an external company.
Flughafen Zürich AG has recognised the need among its employees for a more flexible working environment and offers working models which help achieve a better work-life balance. It is important both to cover operational needs and take the fullest account possible of employeesʼ individual needs by offering flexible arrangements. The primary objective is to have a highly efficient and service-oriented organisation with motivated, happy and healthy employees. Another aim is to offer flexible working conditions to increase the number of women in senior positions, and in particular encourage women to take up executive roles at the company. It is therefore important to offer various part-time models. Currently, 34% of all employees at Flughafen Zürich AG have part-time contracts. A total of 68% of women and 17% of men work part-time.