Pillar 3 Employees and social commitment

As a cooperative geared towards sustainable, long-term corporate success, it is very important to us that we are an attractive and fair employer for our employees and that we take responsibility for society’s health and well-being.
DIVERSITÄT
We promote
diversity
and equal
opportunities

DIVERSITY TRULY MULTIFACETED

We aspire to a work environment in which all employees are treated fairly, regardless of their gender, their religious and sexual orientation or their ethnic background. Our open corporate culture enables people to thrive and develop their full potential. Over 90 000 employees from around 130 countries work together towards the Coop Group’s success. This diversity presents great opportunities and is the foundation of our success. At the Coop Group, everyone is seen as an individual with unique skills. Inclusion is important to us, and we endeavour to give the people in our company equal opportunities and rights. Equality also matters greatly to us: from equal pay and part-time employment models to increasing the share of women in management positions.
  • Target Women account for 45% of management and 25% of senior management.
    Target attainment: in %, baseline value 2021



    Note: To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area.


  • Comments In 2022, 43% of management positions were held by women, which is just short of the 45% target. In senior management, we achieved our target, with 27.9% of senior managers being female.

    In 2020, the Swiss Association for Quality and Management Systems (SQS) awarded the Coop business units “Fair Compensation” certification. The certificate confirms that Coop’s remuneration policy satisfies the criteria for compliance with fair compensation. This is also proof that, at Coop, all employees have the same opportunities, regardless of gender or background. In 2022 Coop also passed its second audit for the “Fair Compensation” certificate.

    According to the Coop Cooperative collective employment agreement (CEA), women are entitled to 18 weeks and men to three weeks of parental leave, starting from the birth of the child. In 2022, 865 women and 531 men took parental leave. We have not collected any information about the number of employees who returned to work in 2022 following parental leave. Likewise, no information has been collected about diversity in supervisory bodies and among employees in Retail.

    The missing key figures are being obtained and will be disclosed from the 2023 reporting year onwards.

    More information: www.coopjobs.ch, Policy Paper on Sustainable Personnel Management
  • Measures
    • Maternity leave: 18 weeks from 3rd year of service (on full pay)
    • 15 days of paternity leave to be taken within one year of birth
  • Strong inner drive in 2022
    • Action 405: preliminary workplace integration apprenticeships for refugees and young people who have recently arrived in Switzerland
    • New training on bullying, sexual harassment, discrimination and abuse of power at the workplace
    • New e-learning courses are available in an array of languages, such as Tamil, Albanian and Chinese
  • Target Women account for 35% of management and 20% of senior management.
    Target attainment: in %, estimated baseline value



    Note: To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area.


  • Comments In 2022, 25.8% of management positions were held by women, so we did not achieve the target. In senior management, we achieved our target with 21.6% of senior managers being female.

    In 2020, the Swiss Association for Quality and Management Systems (SQS) awarded the Coop business units “Fair Compensation” certification. The certificate confirms that Coop’s remuneration policy satisfies the criteria for compliance with fair compensation. This is also proof that, at Coop, all employees have the same opportunities, regardless of gender or background. In 2022 Coop also passed its second audit for the “Fair Compensation” certificate.

    According to the Coop Cooperative collective employment agreement (CEA), women are entitled to 18 weeks and men to three weeks of parental leave, starting from the birth of the child. In 2022, 19 women and 45 men took parental leave. We have not collected any information about the number of employees who returned to work in 2022 following parental leave. No key figures are available for Bell Food Group AG. We have not collected any information about the number of employees who took parental leave in 2022 and returned to work following that leave. Likewise, no information has been collected about diversity in supervisory bodies and among employees in Production.

    The missing key figures are being obtained and will be disclosed from the 2023 reporting year onwards.

    More information: www.coopjobs.ch, Policy Paper on Sustainable Personnel Management
    The Policy Paper on Sustainable Personnel Management will also be extended to the Bell Food Group in 2023.
  • Target Women account for 30% of management.
    Target attainment: in %, estimated baseline value



  • Comments In 2022, 26.9% of management positions were held by women, which is just short of the 30% target.

    At the Transgourmet national subsidiaries, country-specific rules apply to employees regarding the length of parental leave and various compa ratios between women and men.

    TG SWITZERLAND: At Transgourmet Switzerland, women are entitled to 18 weeks and men to two weeks of parental leave, starting from the birth of the child. In 2022, 19 women and 39 men took parental leave. Of that number, 15 women and all the men returned to work. As a result of “Logib”, the certificate for equal pay, the compa ratio between women and men is 100%.

    TG GERMANY: No average amount of company-specified parental leave at Transgourmet Austria can be stated, as there are no company regulations on maternity or paternity leave. The statutory regulations or possibilities within the framework of maternity leave (six weeks before the birth to eight weeks after the birth of the child) and parental leave in all its variants apply after the birth (for the father) or after maternity leave (for the mother). 294 employees took parental leave in 2022 and 198 of them returned to work. The compa ratio between women and men is 92.6%.

    TG POLAND: At Transgourmet Poland, women are entitled to 52 weeks and men to two weeks of parental leave. 65 employees took parental leave in 2022 and 64 of them returned to work. The compa ratio between women and men is 91%.

    SELGROS ROMÂNIA: At Selgros România, women are entitled to 18 weeks and men to two to three weeks of parental leave. In 2022, 107 women and 63 men took parental leave. Of that number, 80 women and all the men returned to work. The compa ratio between women and men is 86%.

    TG Germany: No average amount of company-specified parental leave at Transgourmet Germany can be stated. In Germany, women are entitled to statutory “maternity protection” of eight weeks, from eight weeks prior to eight weeks after the birth of the child. In exceptional cases, this can be extended to a maximum of 16 weeks. Maternity protection is followed by unpaid parental leave, to which there is a legal entitlement. Unpaid parental leave must last a minimum of two months and ends no later than on the child’s second birthday. The employee, not the employer, decides how long the unpaid parental leave will last. 57 employees took parental leave in 2022. Of that number, 18 women returned to work, seven individuals left the company and the remainder were still on parental leave at the time the data were collected. The compa ratio between women and men is 91.7%.

    TG FRANCE: At Transgourmet France, women are entitled to eight weeks and men to 25 days of parental leave. 34 employees took parental leave in 2022 and 24 of them returned to work.

    More information: Overview of diversity of management bodies and among employees
  • Measures
    • Raising employee awareness of justice issues with various training and e-learning courses (gender equality, measures to ensure non-discrimination in recruitment)
  • Strong inner drive in 2022
    • TG AUSTRIA: new “Women’s Power” seminar added to the seminar programme

SDGs

AUS- UNDWEITER-BILDUNG
We invest in our employees

TRAINING AND PROFESSIONAL DEVELOPMENT
A WORLD FULL OF OPPORTUNITIES

To us, sustainability means first and foremost having a forward-looking mindset. Therefore, we regard nurturing our specialists as essential to the company’s success. As an exemplary and diverse provider of apprenticeships, we would like to give our apprentices the best possible grounding for the world of work, in all areas. Through targeted and effective talent management, at the Coop Group we offer our employees clear prospects for the future. We identify suitable promotion and professional development opportunities for all our employees, to equip them for new challenges and tasks. As well as a wide range of internal development opportunities, we also support external training and professional development. We attach importance to the individual benefit for employees who complete the training, and particularly encourage our employees in Switzerland to undertake courses leading to a nationally recognized qualification.
  • Target 1 Each year, we offer a training position to at least 2 000 candidates; 70% of our trainees are kept on after they have finished their training.
    Target attainment: in %, baseline value 2021


    Note: To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area.

Comments: With 2 449 apprentices we met our first sub-target in 2022. In 2022, we were able to keep 65.6% of apprenticeship graduates in employment after graduation, which means that we just missed our target of 70% for 2022.

  • Target 2 All employees undertake at least one (continued) professional development course each year; managers undertake four.



    Note: For historical reasons, the data for the manufacturing company Pearlwater are subsumed under Retail. To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area. No data for Interdiscount were taken into account when calculating the target attainment data.

    Comments: In 2022, 85% of our employees and 77% of our employees in management positions completed the intended number of training and professional development courses. We therefore did not meet our target.

    Women employed under the Coop Cooperative collective employment agreement (CEA) completed an average of 9.18 hours and men 13.96 hours of training and professional development. Women employed at management level completed an average of 36.03 hours and men 38.96 hours of training and professional development.

  • Target 3 60% of our management positions are filled internally.
    Target attainment: in %, estimated baseline value



Note: To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area.

Comments: We exceeded our target by 19.1% in 2022 and are on track.

More information: Coop Cooperative Collective Employment Agreement, Policy Paper on Sustainable Personnel Management

  • Measures
    • Solid professional training as the basis for long-term career success
    • Wide range of trainees, language placements, exchange programmes with partner firms, practical training placements for academically weak school leavers
    • Regular performance and development reviews for all our employees
    • Continual expansion of the Coop Campus: internal courses, leadership training courses, e-learning
  • Strong inner drive in 2022
    • Quality of professional training: In Switzerland as a whole, 27% of apprenticeships are terminated early. At the Coop Group, that figure is just 10%, demonstrating the high standard of the training we offer.
    • Self-organized and individual learning: new online training for new Coop retail employees on topics including sustainability, Coop on the market, sales promotion, and management
  • Target 1 Each year, we offer a training position to at least 200 candidates; 70% of our trainees are kept on after they have finished their training.
    Target attainment: in %, estimated baseline value


    Note: To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area.

    Comments:With 200 apprentices we met our first sub-target in 2022. In 2022, we were able to keep 69.5% of apprenticeship graduates in employment after graduation, which means that we just missed our target of 70% for 2022.
 
  • Target 2 All employees undertake at least one (continued) professional development course each year; managers undertake four.



    Note: For historical reasons, the data for the manufacturing company Pearlwater are subsumed under Retail. To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area. The data available for financial year 2022 exclude Bell Food Group AG. Changes are being made to the way this key figure is obtained, and the method will be redefined in mid-2023. It will be calculated for the first time from the end of 2023.

    Comments: In 2022, 95% of our employees and 79% of our employees in management positions completed the intended number of training and professional development courses. We therefore did not meet our target.

    Women employed under the Coop Cooperative collective employment agreement (CEA) completed an average of 7.41 hours and men 9.02 hours of training and professional development. Women employed at management level completed an average of 30.38 hours and men 24.55 hours of training and professional development. Employees of Bell Food Group AG completed an average of 1.86 training days. The data available for financial year 2022 for Bell Food Group AG are based on estimates. Changes are being made to the way this key figure is obtained, and the method will be redefined in mid-2023. It will be calculated for the first time from the end of 2023.

  • Target 3 60% of our management positions are filled internally.
    Target attainment: in %, estimated baseline value


    Note: For historical reasons, the data for the manufacturing company Pearlwater are subsumed under Retail. To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area. The data available for financial year 2022 exclude Bell Food Group AG. Changes are being made to the way this key figure is obtained, and the method will be redefined in mid-2023. It will be calculated for the first time from the end of 2023.

    Comments: With 57.9% of management positions filled internally, we narrowly missed our target of 60% in 2022.

    More information: Coop Cooperative Collective Employment Agreement, Policy Paper on Sustainable Personnel Management
    The Policy Paper on Sustainable Personnel Management will also be extended to production in 2023.


  • Measures
    • Promotion of basic training and dual training in all work areas
    • Attendance at vocational training fairs
    • Offering numerous training courses
    • Regular performance reviews and professional development for all our employees
  • Target 1 Each year, we offer a training position to at least 700 candidates; 50% of our trainees are kept on after they have finished their training.
    Target attainment: in %, estimated baseline value


    Comments: With 740 apprentices we met our first sub-target in 2022. In 2022, we were able to keep 42.4% of apprenticeship graduates in employment after graduation, which means that we just missed our target of 50% for 2022.
 
  • Target 2 All employees undertake at least one (continued) professional development course each year; managers undertake two.



    Comments: In 2022, 73% of our employees and 84% of our employees in management positions completed the intended number of training and professional development courses. We therefore did not meet our target in 2022.

    TG SWITZERLAND: No data were collected at Transgourmet Switzerland on the average number of training and professional development hours completed.

    TG GERMANY: No data were collected at Transgourmet Germany on the average number of training and professional development hours completed.

    TG POLAND: Women employed at Transgourmet Poland who are not part of the management completed an average of 3.5 hours of training and professional development; for men, the average was 3. Women and men employed at management level completed an average of 23 hours of training and professional development.

    SELGROS ROMÂNIA: Women employed at Selgros România who are not part of the management completed an average of 13.2 hours of training and professional development; for men, the average was 14. Women employed at management level completed an average of 17.9 hours and men 20.9 hours of training and professional development.

    TG AUSTRIA: Regardless of gender and whether or not they are part of the management, employees of Transgourmet Austria completed 7.2 hours of training and professional development.

    TG FRANCE: Women employed at Transgourmet France who are not part of the management completed an average of 12.43 hours of training and professional development; for men, the average was 15.89. Women employed at management level completed an average of 32.09 hours and men 32.17 hours of training and professional development.

  • Target 3 50% of our management positions are filled internally.
    Target attainment: in %, estimated baseline value


    Comments: With 45.2% of management positions filled internally, we did not meet our target in 2022.


  • Measures
    • Cooperation with vocational advancement centres, vocational colleges and training companies
    • Promotion of dual training
    • Attendance at vocational training fairs and careers information days in schools
    • Expansion of training programme for apprentices, trainees and work placement students
    • Increase in individual promotion and continued employment rate (talent management)
    • Expansion of training run by trainee supervisors and of the range of courses
    • Comprehensive seminar programme covering a wide range of subjects
    • Additional training courses on crisis management
    • Transgourmet Campus: training platform with e-learning courses
  • Strong inner drive in 2022
    • TG AUSTRIA: first intake attends Leadership Academy at Transgourmet Austria
    • TG AUSTRIA: expansion of trainee communications and employer branding

SDGs

GESUNDHEITS-MANAGE-MENT
We care about
the health of
our employees
in the workplace

WORKPLACE HEALTH

The health of our employees is of fundamental importance to the company’s success. Accordingly, we are committed to our employees’ occupational health and safety. We train our employees, and our apprentices in particular, on occupational health and safety. We provide any protective equipment needed. Employees must wear and use this equipment in accordance with the requirements. Both our managers and our trainers have access to training documents on hazard identification and risk assessment, and we encourage them to raise awareness of these issues among their employees and apprentices. Satisfied employees are part and parcel of a successful company. Therefore, we are dedicated to ensuring that our employees feel content at Coop and to keeping the rate of turnover low. Employees throughout the Coop Group in Switzerland have various opportunities to take part in sports events at a discounted rate. Our hope is that this will inspire our employees to do sport and reap the health benefits. Similar offerings, some of them run by the company, are available at the Bell Food Group and the Transgourmet national subsidiaries.
  • Target 1 We reach 100% of the workforce through needs-based health programmes and measures.

    Comments: In Switzerland, the Coop Cooperative is supported by Swica in health management matters. The Coop Group Cooperative has not yet introduced a comprehensive occupational health management system, but is developing one.
 
  • Target 2 We keep our turnover rate for employees on a monthly salary low at a maximum of 10%.
    Target attainment: in %, baseline value = 0


    Note: To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area.

    Comments: The turnover rate for 2022 is 14.9%, which means we did not meet our target for 2022.

    Newly appointed employees by age and gender:



  • Measures
    • Attractive employment conditions: Code of Conduct, collective employment agreement, benefits and discounts, Meet and Eat events
    • Job Center: all employees affected by restructuring receive an internal job offer
    • Occupational health management to clarify achievable prevention measures for employees with a high rate of absence
    • Work-life balance: working hours (41-hour week) and holidays (employees: five weeks, apprentices: six weeks)
    • Training module “Health-promoting leadership for managers”
    • Training module “Safety in stores for managers in retail”
  • Strong inner drive in 2022
    • ergoFit programme: early detection and training for employees in the Logistics Business Unit
    • Retail health survey in French-speaking Switzerland
  • Target 1 We reach 100% of the workforce through needs-based health programmes and measures.

    Comments: In Switzerland, the Coop Cooperative is supported by Swica in health management matters. The Coop Group Cooperative has not yet introduced a comprehensive occupational health management system, but is developing one.
 
  • Target 2 We keep our turnover rate for employees on a monthly salary low at a maximum of 10%.
    Target attainment: in %, baseline value = 0



    Note: To ensure consistency between the Coop Group’s reporting in the Annual Report and the Sustainability Progress Report, when calculating the key figures for this target attainment the data of the Coop bakeries are not counted towards the Retail business area, but towards the Production business area.

    Comments: The turnover rate for 2022 is 18.5%, which means we did not meet our target for 2022.

    Newly appointed employees by age and gender at HALBA:



    We did not collect any information in 2022 about newly appointed employees at our other manufacturing companies. The missing key figures are being obtained and will be disclosed from the 2023 reporting year onwards.


  • Measures
    • Attractive employment conditions: Code of Conduct, collective employment agreement, benefits and discounts
    • Occupational Health Management and safety at work
    • Performance of equal pay analyses to eradicate inequalities
    • Introduction of electronic time-keeping
  • Target 1We reach 100% of the workforce through needs-based health programmes and measures.
    Target attainment: in %, estimated baseline value


    Comments: In 2022, 89.7% of our employees had access to at least one measure as part of a concept-based, systematic health management system.
 
  • Target 2 We keep our turnover rate for employees on a monthly salary low at a maximum of 16%.
    Target attainment: in %, baseline value = 0


    Comments: With a turnover rate of 16.4%, we narrowly missed our target in 2022.

    More information: Newly appointed employees by age and gender


  • Measures
    • Attractive employment conditions: social benefits in the event of childbirth or marriage, special leave in crisis situations, enabling working from home
    • Health and safety: individual health management systems specific to each national subsidiary
  • Strong inner drive in 2022
    • FIT fitness initiative for employees of Transgourmet Austria

SDGs

NACH-HALTIGERKONSUM
We raise awareness
of sustainable, healthy
consumption

SUSTAINABLE CONSUMPTION OVER THE LONG TERM

We set up a fund to invest in a sustainable future back in 2003. The present-day Coop Sustainability Fund was founded in 2007. Together with partners, we support various research, development and awareness-raising projects in Switzerland and abroad by making long-term investments in the future. These include numerous projects to raise consumer awareness of sustainable consumption, but also research projects in organic agriculture and the development of environmentally friendly production methods, climate protection projects and the establishment of sustainable value chains. Since 2003, we have invested around 290 million Swiss francs. In supporting the search for innovative solutions we are making consumption more sustainable and are giving something back to society.
  • Target The Coop Sustainability Fund commits at least CHF 16 million each year to sustainability projects that benefit our customers.

 
  • Comments Through the Coop Sustainability Fund, we delivered and supported 129 sustainability projects to the tune of 18.3 million Swiss francs in 2022. We therefore achieved our target.
  • Measures
    • Investments in numerous projects in Switzerland and abroad
    • Implementation of awareness projects for sustainable consumption, research projects and climate protection projects
  • Strong inner drive in 2022
    • Permanent exhibition at the Umwelt Arena in Spreitenbach on the subject of sustainable consumption
    • Fund project: 4 763 young people reached at workshops by GORILLA, the Schtifti Foundation’s health promotion and education programme
    • Fund project: support for the additional programme “Ecologically aware company management”, which is part of the Young Enterprise Switzerland Company Programme
    • Exclusive new vegan product: Luya organic chunks made from okara, a nutritious by-product of soya drink and tofu manufacture
  • Target As a cooperative, which includes our manufacturing companies, Switzerland is the focus of our social commitment. Our company as a whole is intensely committed to society in Switzerland. We report on this in the text section on retail.
  • Strong inner drive in 2022
    • SWISSMILL – Fund project extended: utilizing milling by-products to extract protein with insect-breeding programme
  • Target Each year we implement programmes and campaigns to promote healthy eating.

 
  • Comments All Transgourmet national subsidiaries implemented at least one project in 2022, such as
    • the launch of a plant-based range
    • the launch of preservative-free and gluten-free products
    • product training for customers, employees and business partners
    • cooking courses and cooking shows for customers to raise awareness of healthy ingredients
    • various awareness-raising communication measures such as newsletters, social media posts, flyers and videos

SDGs

PARTNER-SCHAFTEN
We foster strong
partnerships to
promote the
common good

PARTNERSHIPS FOR GREATER COMMON GOOD

Together with our partners, we achieve our own and wider goals. We rely on long-term partnerships that enable us to develop and expand a compelling, sustainable range. We also cultivate valuable and enduring dialogue with our stakeholders, our business partners, and organizations and initiatives in Switzerland, Europe and the production countries. Through exchanges with non-governmental organizations, offices and associations, we are able to identify socially relevant issues, build knowledge and continually improve. We have had close strategic partnerships with a few organizations for many years. These include Bio Suisse, the Research Institute of Organic Agriculture (FiBL), Swiss Animal Protection (SAP), the Swiss Red Cross (SRC), the Swiss Society for Nutrition Research and the WWF.
  • Target Every year, we award contracts for products and services to social institutions and workshops that employ people with disabilities.

 
  • Comments We achieved our target in 2022, awarding contracts with a total value of 10.6 million Swiss francs to social institutions.
    More information: Partners and stakeholders, Policy Paper on Social Responsibility
  • Measures
    • Long-term partnership with the food banks Schweizer Tafel and Tischlein deck dich
  • Strong inner drive in 2022
    • Renewing targets with the WWF: adoption of far-reaching targets by 2026 with the WWF, involving greater commitment to climate protection and bodies of water, biodiversity, and critical raw materials
  • Target As a cooperative, which includes our manufacturing companies, Switzerland is the focus of our social commitment. Our company as a whole is intensely committed to society in Switzerland. We report on this in the text section on retail.
  • Target We are planning specific measures and projects for this key issue over the next few years.

SDGs

GEMEIN-WOHL
We promote
community
participation

CHARITABLE COMMITMENT TO SOCIETY

As a cooperative, we consider it our responsibility to play our part in the sustainable development of society. We are keen to encourage volunteering and, through our Coop Sustainability Fund, invest in projects that benefit the general public. With the Coop Aid for Mountain Regions we have been supporting families and businesses in the Swiss mountain regions since 1942. We support various organizations with food donations and have been a partner of the Swiss Red Cross since 2015. Each year, we invest in projects that benefit the mountain regions, education, leisure activities and the health of our population.
  • Target Every year, to benefit the well-being of our society as a whole, we get involved with the “Tag der guten Tat” (Day of Good Deeds) and other projects focusing on supporting the mountain regions, education, leisure activities and the health of our population.

 
  • Comments In 2022, together with the people of Switzerland we initiated and implemented hundreds of thousands of good deeds as part of the Day of good deeds, which encourages volunteering in Switzerland. With Coop Aid for Mountain Regions, we dedicated over 7 million Swiss francs to 180 projects in 2022. To ensure that the funds could be invested entirely in projects benefiting the population, we also assumed all the administrative costs in 2022, which came to 636 000 Swiss francs.
    More information: Policy Paper on Social Responsibility
  • Strong inner drive in 2022
    • Emergency aid: donation of 150 000 Swiss francs to the Swiss Red Cross for emergency aid in Ukraine
    • Emergency aid: donation of hygiene products and first aid equipment worth half a million Swiss francs to people affected by the war in Ukraine, in partnership with the Federal Department of Foreign Affairs (FDFA), Swiss Federal Railways (SBB) and members of IG DHS Swiss retailer’s organization
    • Fund project: support for the Swiss Agricultural Museum in Burgrain
    • Fund project: transfer of experience and knowledge on the subjects of nutrition, protecting the oceans, production and renewable energies at Tropenhaus Frutigen
  • Target As a cooperative, which includes our manufacturing companies, Switzerland is the focus of our social commitment. Our company as a whole is intensely committed to society in Switzerland. We report on this in the text section on retail.
  • Target We are planning specific measures and projects for this key issue over the next few years.

SDGs

REGIONAL
We promote
regional products
and traditional
production

TRULY REGIONAL

Regional products boost regional value creation and diversity. They also promote structurally weak regions. We offer attractive sales opportunities to smaller, artisanal producers in particular. In so doing, we support value creation in the individual regions, as well as local and transparent products with the shortest possible transport routes. Furthermore, Swiss products satisfy the more stringent social and environmental Swiss minimum standards. We aspire to offer a local, seasonal range of authentic flavours for every region and we promote regional foods through our Miini Region own-label brand as well as products from the Swiss mountain regions through Pro Montagna.
  • Target We adopt specific measures and implement concrete projects for this key issue.

  • Comments For regional, traditionally made products, with our Miini Region and Pro Montagna own-label brands and as a partner of the Pro Specie Rara Foundation we are committed to heirloom varieties and species and to long-term collaboration with Slow Food.

    In 2022, we generated sales of 181 million Swiss francs from regional products (Miini Region) and sales of 49.8 million Swiss francs from Pro Montagna products.
    More information: Policy Paper on Social Responsibility
  • Note We define a region as a geographically identifiable, medium-sized area that is regarded as cohesive, i.e. can be distinguished from other regions by specific features. Medium-sized denotes a size between local or communal, and national level.

    Miini Region products are not bound by cantonal or municipal borders – they can also come from areas which can be clearly defined by specific historical, cultural or geographical conditions from the customers’ point of view. The products must be produced in a territorially defined region of Switzerland, the Principality of Liechtenstein or other countries close to the border, such as Ticino, Engadine, Bernese Oberland, Seeland or Markgräflerland (Germany). Businesses located in other countries close to the border must be no more than 30 kilometres from the Swiss border.

    The definition of a Miini Region product’s region of origin and distribution is always specific to an individual product, manufacturing company or supplier.

    Pro Montagna products must be made with raw materials from, and processed in mountain zones I – IV or the summer pasture regions. The products must also meet all the requirements of the “Mountain” and “Alpine” Ordinance, BAlV” (SR 910.19). Additional, brand-specific requirements also apply.
  • Measures
    • Targeted promotion of our own-label brands Miini Region and Pro Montagna
    • Increase in sales of Swiss products
    • Long-term business relationships with Swiss service providers and producers
    • Long-term partnership with Slow Food Switzerland to promote time-honoured manufacturing methods and traditional products
  • Strong inner drive in 2022
    • Coop Sustainability Fund: the “Savurando” project is being renewed and expanded, providing the opportunity to go on delightful walks to discover specialities made in Switzerland’s nature parks
  • Target We are planning specific measures and projects for this key issue over the next few years.
  • Target We adopt specific measures and implement concrete projects for this key issue.

  • Measures
    • Expansion, diversification and promotion of regional range specific to each country
    • Closer cooperation with local and regional producers, businesses and other partners
    • Promotion of our own-label brand Origine/Ursprung/Vonatur, for which each product is backed by a product and producer history

    In 2022 the Transgourmet national subsidiaries placed 88.6% of their orders with suppliers in their country.
  • Strong inner drive in 2022
    • TRANSGOURMET AUSTRIA: undertaking numerous activities spreading the word about local products and raising awareness in catering and among hotel and restaurant guests, thanks to cooperation with “Land schafft Leben” (Land creates life)

SDGs

PARTNER-SCHAFTLICH
We act in
partnership and
with transparency

PARTNERSHIP-BASED BUSINESS RELATIONSHIPS

We cultivate loyal and lasting business relationships with our business partners. We seek to bring about cooperation based on mutual trust and respect and are committed to transparency and fairness, as our long-term partnerships and their prospects for development contribute to our sustainable success as a company. We have been consistently applying our business principles since 2004, safeguarding transparency, equal treatment, the rewarding of social and environmental added value, Swiss quality, openness, the principle of reciprocal performance, solidarity, and fairness. We ensure that the provisions of competition law are observed, and attach great importance to combating corruption. We also seek and promote active exchanges with various organizations and stakeholders.
  • Target We adopt specific measures and implement concrete projects for this key issue. In 2022, we generated sales of 370 milion Swiss francs from regional products (Miini Region, Pro Montagna and other labels). This means that, of all our retail sales, 0.02% of orders were placed with suppliers from Switzerland.
    More information: Coop Code of Conduct

  • Measures
    • New organizational unit dedicated to supply chain management
    • Holding our annual Stakeholder Forum, with representatives of NGOs, associations and offices
  • Target We are planning specific measures and projects for this key issue over the next few years.
  • Target We adopt specific measures and implement concrete projects for this key issue. We are diversifying the local range of fruit and vegetables and promoting our Origine/Ursprung/Vonatur own-label brand.

    In Wholesale, we placed 88.6% of orders with suppliers in the respective national subsidiary’s country in 2022.
    • TG SWITZERLAND: 96% of the procurement value was placed with Swiss suppliers.
    • TG GERMANY: 91% of the procurement value was placed with German suppliers.
    • TG POLAND: 98.3% of the procurement value was placed with Polish suppliers.
    • SELGROS ROMÂNIA: 93% of the procurement value was placed with Romanian suppliers.
    • TG AUSTRIA: 84% of the procurement value was placed with Austrian suppliers.

SDGs