Diversity, equity and inclusion

We aim to hire the best people for the right roles with meritocracy at the forefront of any decision we make, to deliver for our clients, our businesses, our shareholders and the communities we serve. We offer a wide range of programs to attract a diverse talent slate. Our junior talent programs, such as our apprenticeship programs in Switzerland and the UK and our global internship program, prepare young talent for successful careers with us. Our UBS Career Comeback program supports candidates on career breaks who want to re-enter the corporate world.

We provide employees the visibility and opportunities to enable successful and thriving careers. Mentorship and sponsorship, embedded in (and supplemental to) talent development programs help ensure employees have a range of development opportunities. Through a mix of online and in-person training, self-directed learning and coaching, we further support our employees’ career journeys and aspirations. For example, in 2024, our Growth Alignment Experience for Associate Director- and Director-level employees in the US doubled in size to 100 participants, who had applied to be part of the program. Over a six-month period, participants worked with external coaching professionals to enhance their strategic planning skills, expand their networks and build connections. Employees in the UK and Switzerland at the Authorized Officer, Associate Director and Director levels were offered programs including Not in Your Image, a nine-month career development program for building skills and leadership readiness.

In the US, we work with the Executive Leadership Council’s Institute for Leadership Development and Research, along with organizations like the Hispanic Association on Corporate Responsibility, to support leadership-development-focused opportunities across our workforce, facilitating individual growth that in turn builds our talent pipeline.

A sense of belonging helps drive engagement and is important for overall well-being. Inclusive leadership and fair and transparent policies and practices provide organizational support for belonging, and vital to these efforts are our various employee network chapters across the firm that connect employees on a variety of employee-led topics. Our networks, which are open to all employees, also supplement members’ awareness, development and support through mentoring, reverse mentoring and allyship programs.

Transparency is the foundation framework through which we enable leaders to deliver the strategy, and everyone is held responsible. We leverage various communication channels and line manager objectives to drive awareness, benchmarking, thought leadership and feedback to inform the strategy, and data monitoring with respective characteristics, including management dashboards and toolkits, to support our entire workforce. 

Our workforce inclusion strategy is reinforced by our public commitments to support all employees, including, but not limited to, the UN Women’s Empowerment Principles, the Valuable 500 and the Race at Work Charter (UK).