This Best Practice was first published in the Gender Intelligence Report 2023.
Migros, a highly esteemed and beloved brand in Switzerland, stands as one of the country’s most iconic companies. With a workforce of 98,000 employees spread across a diverse range of 100 companies, Migros Group proudly holds the distinction of being Switzerland’s largest private employer. Its significant presence and impact in the Swiss employment landscape underscore Migros’ commitment to cultivating a thriving workforce and contributing to the nation’s economic growth.
Flexibility in work arrangements is crucial for enhancing employer attractiveness and addressing the challenges of the skilled labor shortage. According to the study ‘Strategies for Dealing with the Labour Shortage’, published 2023 by the Gottlieb Duttweiler Institute (GDI), employees prioritize the freedom to choose their place of work (59%) and flexible working hours (64%) when considering new job opportunities. In Switzerland, the availability of partial work-from-home options has steadily increased, reaching around 40% in 2021. Once individuals have experienced these freedoms, a return to fixed locations and schedules seems difficult for the majority to imagine.
The findings of the GDI study highlight the growing demand for flexibility among employees, emphasizing the need for organizations to adapt to these expectations in order to remain competitive and attract top talent. By embracing flexibility in work arrangements, Migros Group aims to create an environment that appeals to a diverse workforce and addresses the challenges of the skilled labor shortage. Part-time work, working from home, and flexible working hours are integral parts of Migros’ approach, empowering employees to achieve a better work-life integration and fostering higher motivation and well-being.
At Migros Group, Work-life integration and flexibility at all levels are deeply ingrained in our organizational culture and are integral to our Diversity, Equity, and Inclusion (DEI) strategy. We prioritize promoting a healthy work-life balance for our employees. The majority of our job postings on the Migros Group careers site are advertised with employment levels of 80-100%. Part-time work is prevalent, with 67% of female employees and 25% of male employees opting for part-time schedules. Breaking it down by business units, about one-third of our male part-time employees work in the ‘Commerce’ sector, closely followed by ‘Cooperative Retailing’. Among our female management, 35% work part-time, with about one-third of them working less than 80%. For our male management, approximately 10% choose part-time roles, and over a tenth of this group work less than 80%. This is significant considering the 2022 Gender Intelligence Report indicates that only 5% of Swiss men work less than 80%. Migros Group stands out as a pioneer in championing flexible work models. We firmly believe that flexible working models are powerful tools for addressing various business challenges and empowering employees to perform at their best.
The GDI study, along with our own experience, demonstrates that flexibility plays a crucial role in attracting a diverse workforce. Our employee engagement surveys indicate that hybrid work arrangements positively impact productivity while fostering higher motivation and enhanced well-being among employees. We recognize that when employees have the freedom to balance their personal and professional lives, they thrive both personally and professionally. By fostering work-life integration and providing flexibility in our work arrangements, Migros Group aims to create an environment that supports the well-being of our employees. We believe that by prioritizing their needs, we can cultivate a motivated and engaged workforce that contributes to our overall success.
Many may not be aware that Migros Group is not only a prominent retailer but also holds a significant position as one of Switzerland’s largest technology employers. While global giants like Google also have a presence in Switzerland, Migros distinguishes itself by primarily catering to the local market, relying heavily on German-speaking professionals. Rainer Baumann, Group Chief Information and Operating Officer, however, acknowledges the challenges of finding German-speaking IT talents in an already competitive market.
One of the ways Migros tries to find and attract talent is by emphasizing the importance of diversity and work-life balance. Rainer Baumann emphasizes, “Diversity and work-life balance are key for us. For instance, a passionate mountaineer who invests time as a volunteer at the Swiss Alpine Club (SAC), or a working grandfather who would like to spend more time with his grandchildren, have the possibility to work between 60% and 100% at Migros Operations.” In line with this commitment to diversity, Migros Operations, encompassing IT, analytics, and supply chain functions with approximately 1,200 employees, advertises positions ranging from 60% to 100%. This approach aims to enhance the compatibility of work and personal life.
“The flexible options will also attract women who are the largest untapped pool of employees in Switzerland. They are crucial to drive our economy and hence the prosperity of our country.” – Rainer Baumann
At Migros Group, we recognize the importance of empowering women to make informed decisions, particularly when considering a reduction in working hours. Many mothers choose part-time work due to societal expectations, expensive childcare, and the impact of the current tax system. In this context, the Advance whitepaper 1/2022 ‘Steuern wir Richtung Gleichstellung’ emphasizes the importance of transitioning to individual taxation. However, it is crucial for women to understand the long-term implications of part-time work, such as the gender pension gap highlighted by the 2023 ‘Swiss Life Gender Pension Gap study,‘ which reveals an average annual retirement income CHF 20,000 lower for women. Divorced women face specific challenges in this regard. As part of our HR services, Migros Group provides valuable guidance and information to increase awareness among women, helping them make well-informed choices concerning their career and financial well-being. The Advance whitepaper 2/2022 ‘Kids or Career?’ provides additional insights into the challenges faced by women in balancing family and career.
Migros Group has become a catalyst for diversity, witnessing an increase in its workforce diversity, including a growing number of male part-time employees. Efforts to make job opportunities more appealing to a wider audience have resulted in a rise in applications. Timothy Blazina, a Data Scientist and a dedicated father at Migros Group, shares his experience in a video portrait (in German), highlighting how the hybrid work setup enables him to maintain a harmonious balance between his professional commitments and quality time with his family. The hybrid work arrangement provides flexibility and allows valuable family time, making it highly appreciated by employees.
“Since I have been able to work from home, I am much more flexible and can better balance my professional and private life. This is very important for us as a young family.” – Timothy Blazina
Migros Group goes beyond part-time positions and embraces innovative work models like top-sharing and job-sharing. Angela Feubli and Eliane Weiss, two managers at Migros, are trailblazing women in leadership, jointly leading the role of Category Manager for Fine Bakery Products at 50% each. They demonstrate the feasibility and success of sharing leadership responsibilities, setting an important example.
Similarly, Tamara Riesen and Janine Pfander, two young mothers, have successfully managed a Migros store through job sharing, highlighting the effectiveness of this model and inspiring other mothers. Their shared vision and effective communication have made the job-sharing arrangement thrive.
Tamara Riesen and Janine Pfander: Demonstrating Successful Job Sharing at Migros by Jointly Managing a Store
To address the current skills shortage in the IT department and on the shop floor, Migros Group adopts a forward-thinking approach and introduces new work models. With clear goals to increase the representation of women in leadership positions by 2025, Migros Group has already seen a rise from 21% to 25% of women in IT over the past two years. Initiatives such as ‘Impact 2023 – Our Female Tech Event,’ mentoring programs, and career changer programs have contributed to this progress.
While implementing flexible working practices presents unique challenges for Migros Group, given the nature of its operations that require physical presence on shop floors or production sites and adherence to various shift models, we remain fully committed to finding innovative solutions in collaboration with our employees. We understand the importance of extending flexibility to front-line workers as well. To formalize this commitment, flex work policies have been implemented across all Migros companies, tailored to suit specific circumstances. As pioneers in the industry, Migros Group will continue to push the boundaries of innovation and explore new possibilities to ensure the thriving of its workforce and the flourishing of its business in the ever-changing landscape of work.
To discuss the challenges of work life-integration and flexible working for all genders, please contact Barbara Danzl, at barbara.danzl@mgb.ch or Isabelle Hauser, at isabelle.hauser@mgb.ch.
This Best Practice was first published in the Gender Intelligence Report 2023.
Discover how EY is leading a paradigm shift in the workplace by embracing flexible working arrangements. Explore their innovative strategies for getting clients on board with this transformative approach, fostering collaboration and driving business success.
NatWest champions working families through their comprehensive initiatives, such as Partner Leave, Phase-Back Program, and a Remote First approach. Uncover how they lead in creating a gender-balanced and inclusive environment that supports employees' specific needs.
Experience KPMG's commitment to empowering employees through flexibility and work-life integration. Discover their diverse initiatives challenging traditional norms and supporting new parents, fostering a thriving workplace for all.
Step into ABB's world and witness their groundbreaking gender-neutral parental leave program. Discover how ABB fosters a gender-balanced and inclusive environment, breaking boundaries and paving the way for working families to thrive.
Implementing a holistic 4 pillar pay equity framework led to decreasing the pay gap to under 1% - and keeping it there.
Leaders insisting on pay equity and undertaking serious independent analyses builds trust and a culture of inclusion.
A customised internal salary modelling tool ensures fair salaries and strengthens employee confidence.
The full pay flexibility deal allows new parents to decide how they want to manage the transition back to work.
Looking beyond data helps Syngenta make pay equity a fundamental element of the company's culture rather than just a project to tick off.
Chances for promotions are equal for full-time and part-time employees thanks to a strong culture of flexible working.
#sharethecare shifts the narrative from ‘caregiving is strictly a woman’s responsibility’ to ‘caregiving is for both parents’. A bold ambition aiming to cultural change.
A gender diversity checklist makes sure that women have equal chances in the recruiting process.