Corporate social responsibility is not just about one-off volunteering events such as painting fences or doing some cleaning. It is also about giving an expert helping hand to startups or helping people who are talented but have special needs to find a place in the labour market.
These activities have a multiplier effect, moving people in need forward and at the same time increasing employee engagement and pride in the company they work for.
“We care about the development of local communities,” says Lenka Adamčiak, head of communications at Swiss Re’s Bratislava office. “We are a long-term and reliable partner for these communities.”
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The Slovak Spectator spoke to Adamčiak about socially responsible business, Swiss Re’s Shine programme, and promoting inclusion among branch employees.
What project did you enter for the Via Bona award this year?
For the Inclusive Employment Award, we entered a project led by three of our employee groups, each dedicated to fostering inclusion within our workplace. These include Unity, our Gen Z employee group, focused on helping young professionals integrate smoothly into the work environment and navigate corporate processes; the Parents at Swiss Re group, which is creating a supportive community where colleagues can share the joys and challenges of balancing parenthood with their careers; and the Great Minds group, which aims to raise awareness, provide education, and celebrate the unique talents and creativity that neurodivergent individuals bring to our teams.
Swiss Re is a global leader in reinsurance – an insurer of insurance companies. In Slovakia, the largest division of its branch Swiss Re Europe S.A. is the IT department, which employs over 500 people. This team drives technological innovation and supports global operations with cutting-edge solutions. The second-largest department is finance, which includes the key area of asset management. This covers its strategic investment decisions, portfolio management, risk assessment, and return optimisation. Notably, the asset management division in Slovakia is the largest within the entire Swiss Re Group. In addition to IT and finance, Swiss Re in Slovakia also boasts a significant presence in traditional insurance roles across its two core business areas: life and non-life. These jobs support the company’s global reinsurance operations, ensuring stability and expertise in risk assessment and policy management.
Together, these groups drive our commitment to inclusivity by empowering diverse perspectives and creating spaces for meaningful connection and support.
Do Gen Z employees struggle to integrate into the workforce?
Generation Z, those born after 1996, represents a unique segment of the modern workforce. At our company alone they account for about 20 percent of our 2,500 employees – roughly 500 young people. Unlike previous generations, Gen Z has distinct workplace expectations. They prioritise flexibility, meaningful work and corporate social responsibility. Remote work options, environmental commitment, community involvement and social innovation are particularly important to them.
As a large corporation, we understand that joining a structured, established organisation can be intimidating for young professionals. Concerns about rigid decision-making processes or a lack of dynamic work culture are common. However, within the Unity group we strive to create an environment where Gen Z employees feel welcomed and supported. Our collaborative spaces and networking opportunities enable them to connect with colleagues, build relationships and access information in ways that resonate with their learning styles.
By embracing their values and encouraging open communication, we aim to bridge generational gaps and ensure that our youngest team members thrive and contribute meaningfully to our collective goals.
What is the aim of the parents’ group?
Until now, Swiss Re did not have a dedicated community for families and parenting. While we have various interest groups – such as an art club and an environmental club – there was a notable lack of a space for parents.
We recognised that the average age of our employees was rising – it is currently 36. This is a time in life when many people are starting families or already have young children. At any given time, we have over 200 employees on maternity or parental leave, with many more transitioning in and out of these life stages.
The Parents at Swiss Re group was created to fill this gap. Its mission is to provide education, support, and a community for parents within Swiss Re. We host monthly workshops and lectures covering a wide range of parenting topics while also highlighting the benefits Swiss Re offers to parents. One such benefit is a salary top-up during maternity or parental leave, which involves Swiss Re covering the difference between state benefits and the employee’s regular salary.
What is the focus of the Great Minds group?
We have found from widely available data that up to 20 percent of people are currently on the neurodivergent spectrum. This means they have some special talent or special need. This includes, for example, people with ADHD, dyslexia or dysgraphia. In the past, many neurodivergent individuals might have been excluded at some point during a job interview, but [neurodivergence] is not a problem at all with us. We like to work with such people and we have a lot of them in the company. We have around 500 such employees, so it was important for us to take up the issue of their inclusion, and to spread awareness that these people are very talented and that they bring a different perspective to working life. Within this group we organise regular monthly lectures during which external psychologists help us to communicate and raise greater awareness of this issue.
Although the project did not make it to the finals, we still have two other irons in the fire, so to speak. MannaFactory, which is a social enterprise that runs a bistro in our area, and Parkan Crudes, which aims to produce sustainable insect protein for poultry using food waste from supermarkets, have both advanced to the final round. Parkan Crudes is the winning project in our Shine programme.
Could you tell us more about this programme?
The Swiss Re Foundation’s Shine programme supports startup entrepreneurs through grants and expertise, focusing on innovative solutions in two areas. The first of these is natural risks and mitigating the impact of the climate crisis; the second is access to healthcare. It’s an opportunity for budding entrepreneurs to create a business model and work on their processes and setups, but at the same time to grow in an area as well. Each year, we select one project from all submissions to receive a financial grant, but only after they have completed a four-month module where our people work with them and share our know-how. To give a better idea, for example, our financiers help them to set up their business plan, or our IT specialists help them create a website. It could be anything they need right now. It’s a comprehensive accelerator program. We stay in touch with them and follow their journey and take great pride when they do well.
How much is the grant amount?
This year, the 5th year, it will be €40,000. The evaluation of the submitted projects is currently underway. The winner should be known by the end of May.
Our office in Slovakia was the second in which the Swiss Re Foundation launched this project for the development of local communities and local innovators, in 2021. The first one was in India. Gradually, more Swiss Re offices around the world are getting involved in the project, although only in countries where there is such a need.
What projects have won so far?
Last year’s winner was Parkan Crudes. But for me the biggest success was the Dorka bags project, which is an organisation from eastern Slovakia that recycles old advertising banners into bags and handbags. The group was already functioning before they applied to our programme. But it was the Shine programme that opened the way for them to move on. Thanks to us, other companies approached them and had them make bags for their employees out of company banners. Today, you can buy their products in various chains. So it had a multiplier effect. It also has another dimension – they employ homeless people and help them get back into the workforce.
What is Swiss Re’s ESG/CSR policy in Slovakia? How much of it is decided by the parent company and how much is formed here in Slovakia?
In terms of corporate social responsibility, it is a combination of global activities, which are driven by the Swiss Re Foundation, and local initiatives in Slovakia. These are based on a location strategy built on three pillars, which are: employer of choice, industry leader and responsible company.
Sustainability reporting takes place at a consolidated level globally – our subsidiary does not do the reporting for itself, but is part of the reporting for the entire group.
What specific corporate responsibility initiatives have you implemented?
One key initiative is Charity of the Year, where employees can nominate and then vote for a non-profit organisation to become our main partner for two years. We then organise, for example, a charity run for that organisation involving hundreds of our employees and family members. All the money raised from the event goes to the organisation. At the moment that organisation is the Bratislava Regional Conservation Association (BROZ).
Another important project is the Bratislava Climathon, which is an urban hackathon helping Bratislava become a more attractive and enjoyable place. Swiss Re is a founding partner, along with the city council and the Civitta organisation. Swiss Re provides financial input, but our volunteers are also mentors who help select topics to be tackled and also serve as jury members.
Could you give us some examples of some important projects that have come out of this?
Last year, the Bratislava KOLO re-use centre got a comprehensive solution to sort through tens of thousands of old books handed in by people. The jury also really liked a project from high school students who had designed a method of presenting the city’s climate data in an easily-digestible form for future generations. We are currently discussing with the municipality how to help them implement these in real life.
How do you encourage Swiss Re employees to become actively involved in these activities?
We are very fortunate in that our employees are naturally very curious and engaged, so we have no problem getting people involved in such activities. Early and good communication is key – letting them know what’s happening, when it’s happening, and what we need from them.
Do they come up with their own ideas too?
Very often, which is good because it leads to a greater willingness to participate in volunteering activities.
What are the latest trends in corporate responsibility in general?
A few years ago tree planting was a trend, and this activity is still very popular with people here. At Swiss Re, we try to bring a new activity every year as part of what we call community days. This year, for example, we are discussing the possibility of building tourist infrastructure, for example, building bridges on hiking trails, and shelters.
We really wanted to encourage expert volunteering, not just manual volunteering, so our people help organisations with their knowledge, whether it’s with creating a website or setting up a business model or some IT work.
Does Swiss Re measure the impact of its CSR activities in Slovakia?
Yes, we track the number of employees involved in volunteering. Last year it was 26 percent, about 570 of our employees, and the number is growing every year. We also measure the impact through our allied non-profit organisations and we regularly carry out employee surveys.
What are the biggest benefits to companies of volunteering?
Definitely greater employee engagement and a sense of belonging and pride. The employees also spread the good name of our company, which cares about the environment and the development of local communities, among their friends and relatives. These communities have a long-term and reliable partner in us.