Until 2007, the Schneider brewery still obtained the heat it needed from oil - a finite and price-variable resource. To break away from this uncertain supply, the management looked for an alternative. "The simpler and much more convenient method would have been to switch to natural gas, which is technically less complicated," explains master brewer Josef Lechner in reference to the search for a new energy supply. "But even that would have made us more dependent again." By switching to a sustainable resource, such as wood chips, Schneider Weisse was the pioneer in the industry. A comparable approach had not been common there before.

Although the price of gas was very low at the time, which would have led to a quick, inexpensive standard solution, for Georg Schneider and his team the focus was not only on the price of energy: "We made a conscious decision in favor of sustainability and the long-term benefits it brings - and are convinced by the philosophy," says the brewery boss today. In the long term, the move should put the brewery on a carbon-neutral path. In contrast to gas, oil and coal, which in addition to their poor carbon footprint have to be transported to their destination at great expense, the renewable energy source now used by the brewery comes from the immediate neighborhood: the wood chips are produced by forest farmers near Kelheim. "So we leave the added value in the region. The social aspect is very important to us," emphasizes Lechner.

New energy center and biomass cogeneration plant

Throughout the planning and implementation phase, the brewery sought advice from engineers with extensive expertise in sustainable energy concepts. At the heart of the new concept is a modern energy center and a biomass heating plant for processing the wood chips. Controlled combustion generates process heat in the form of hot water at 160°C, which is fed to the various process stations on the brewery site via a special piping system. "Our wood heating system has enabled us to replace around 720,000 l of heating oil per year, which equates to a saving of 2,000 t of CO₂ per year. Instead, about 2,600 t of wood chips from the region are utilized during the same period," says Dieter Lichtenberger, authorized signatory at Gammel Engineering, which was involved in the energy technology consulting.

Gammel Engineering is very familiar with the supervision and implementation of projects of this magnitude. Thus, in addition to the design and installation of the power plant, the engineers' tasks also included the connection of the refrigeration and CIP systems to the energy center. In doing so, the team attached great importance to the use of state-of-the-art materials and technology as well as to a maintenance-friendly implementation. Since then, the brewery has been able to supply almost 95% of its entire operating processes - including bottling, brewhouse, and building and restaurant heating - with heat from the renewable raw material forest wood.

Kelheim energy concept as a template for other beverage producers

The implementation of the project, which involved a technical investment volume of around 1.3 million euros, lasted from May 2007 to March 2008. In the process, the plant was able to pay for itself quickly thanks to the subsequent energy-efficient supply and savings in price-unstable resources. In addition, the strategic decision made 15 years ago has enabled Schneider Brewery to gain a number of advantages today: "We are virtually no longer subject to the global energy market. And not only when you think of the current gas and oil prices. But above all because we are not dependent on gas supplies," argues brewery boss Georg IV Schneider. The managing director is also thinking quite specifically about a possible gas bottleneck. Many of his competitors, most of whom are medium-sized companies, are threatened with loss of production without gas. An energy concept like the one implemented by Gammel Engineering in Kelheim could therefore serve as a model for other breweries and beverage producers. After all, an independent energy supply based on renewable energies ensures that value creation remains in the region.

We would make this switch to woodchip heating again today. Now it shows that the decision was right," says Schneider. Therefore, Michael Gammel, managing director of the energy engineering company of the same name, also recommends to other breweries that still burn natural gas: "Don't wait any longer, but follow your brewer president on the path to sustainable beer production to become independent of global energy price spirals." So in 2022, Schneider Brewery will have two reasons to celebrate: 150 years of brewing tradition and a successful and sustainable energy supply.

Sources and further information: www.gammel.de / Schneider Weisse

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Dr. Acél & Partner AG invites you on Tuesday, May 2 2023The Zurich Logistics Colloquium is held in collaboration with ETH Zurich at 5:15 pm. Three experts from leading companies will provide insights into their projects and successes. Participants will hear first-hand about cleverly exploited potential, practical experience and success-relevant ideas and trends.

This year, the expert presentations will be held under the topical theme of "Building the Future":

• Logistics center - new standards: Process and service orientation, trading, shape-follows-function, building planning in Zurich City, automation. Speaker: Dr. Jean Philippe Burkhalter, Head of Operations (COO), Member of the Executive Board Elektro-Material AG, Zurich.
• Power supply: A logistical task? Security of supply, future power generation, consumption requirements, local and time availability, responsibilities. Speaker: Dr. Maurus Bachmann, Managing Director of the Smart Grid Switzerland Association, Nidau.
• Stuttgart 21: A challenge for waste disposal logistics: Large DB project, construction site equipment and transportation, bulk swap bodies. Speaker: Dipl. ing. Wolf-Dieter Tigges, Head of Technology S-Bahn Frankfurt-Friedberg / Gateway-Gardens, DB Netz AG, Frankfurt a. Main

The three practical presentations sharpen the eye for the essential, broaden perspectives and surprise with an unconventional approach. Participants have the opportunity to seek conversations with the speakers, experts and guests during the presentations or the aperitif riche.

The most important in a nutshell

Date: Tuesday, May 2, 2022, 5:15 p.m.

Location: ETH Zurich Lecturers' Foyer, Rämistrasse 101, 8092 Zurich

Participation: CHF 120.-

Registration - quickly, easily and conveniently at https://www.acel.ch/aktuelles/veranstaltungen/ or on info@acel.ch

Registration deadline: Thursday, April 27, 2023

Limited number of places!

Abacus Research AG, a leading provider of ERP products in Switzerland and market leader for payroll software, is expanding its payroll & HR portfolio in the areas of talent management and applicant management through the acquisition of the HR software company Haufe-umantis AG. This strengthens Abacus' position in Switzerland, Germany and Austria, enabling an even broader customer base as well as improved HR services.

Abacus Research AG has made various innovations in its HR applications since 2017 and has become an established provider of technological solutions in the field of human resources during this time. In 2022 alone, the number of subscriptions for employee self-services rose from 426,000 to 696,000 across Switzerland. The acquisition of Umantis will enable Abacus to expand its offering in various areas in the future and also reach new customers in Germany and Austria.

A preliminary agreement for the acquisition was signed by Abacus and Haufe-umantis AG at the beginning of April. The official purchase is scheduled for mid-year. "We are pleased to include Umantis, including its approximately 90 employees, in Abacus," said Daniel Senn, current COO and designated Chairman of the Board of Directors of Abacus Research AG. "Umantis has extensive experience and broad expertise in the HR field. We look forward to being able to offer even more comprehensive HR solutions in Switzerland as well as in Germany and Austria in the future. We will do this by combining previous Abacus products with the technological solutions developed by Umantis." Axel Singler, CEO of Haufe-umantis AG, also sees the acquisition as positive: "We are convinced that together with Abacus we will be able to develop joint solutions that will bring great added value for our clientele in many respects. This also represents an opportunity for our employees to work even more comprehensively for optimal and future-oriented HR solutions in the future.

Source: Abacus

The Swiss labor market starts 2023 with a slight decrease in the number of job vacancies. Thus, the Adecco Group Swiss Job Market Index stagnates at a still historically high level. Compared to Q4 2022, Q1 2023 records 1% fewer advertised job ads. However, compared to the same quarter last year (1Q2022), the Job Index increased by 4%. "The mild winter played a critical role in creating a potential energy crisis and accompanying economic slump to prevent. As a result, demand for labor remained stable overall. This can also be seen in the unemployment figures, which remain at a very low level as of February 2023," explains Yanik Kipfer of Job Market Monitor Switzerland.

Special focus: Language skills in the Swiss labor market

Switzerland is known for its cultural diversity, which is particularly evident in the four national languages German, French, Italian and Romansh. Linguistic diversity points to the importance of language skills as a decisive competitive advantage in the Swiss labor market. This is especially true at a time when companies are increasingly operating globally and communication with customers and business parties from different countries is growing. But which languages are actually in demand among employers and how relevant is the simultaneous mastery of several languages? For this purpose, the Job Market Monitor of the University of Zurich examined job advertisements with regard to language requirements. Specifically, the languages implicitly or explicitly mentioned in the job advertisements were analyzed. Thus, an advertisement was classified as "mentions the language German" if it is written in German (implicit mention of the language) or if statements such as "knowledge of German desired" appear in the advertisement (explicit mention of the language).

An analysis of demand by national language shows that the vast majority of job advertisements posted in Switzerland mention knowledge of German (87%), followed by French (23%) and Italian (4%). In addition, knowledge of Swiss German is mentioned in around 1% of job advertisements, compared to less than 1% for Romance language skills. The distribution of demand by national language thus largely corresponds to the linguistic composition of Switzerland. According to the Swiss Federal Statistical Office, 62% of the Swiss population spoke German as their main language in 2021, followed by French (22.8%), Italian (7.9%) and Romansh (0.5%).

With regard to foreign languages, English (32%) is the second most frequently mentioned language after German. The demand for English skills thus exceeds the demand for the national languages French, Italian and Romansh. Only a small proportion of job ads published in the last nine years mentioned knowledge of other foreign languages (~1%), with Portuguese and Spanish being the most frequently mentioned languages. Overall, it can be observed that more than one-third of the advertisements mention two or more languages, with employees with skills in two languages being particularly sought after. Frequently mentioned language combinations were German and English or German and French.

Regional Differences: The Linguistic Röstigraben

An analysis of the demand for languages in the various major regions shows that German language skills are in demand in the vast majority of job advertisements in the major German-speaking regions: Eastern Switzerland (99%), Zurich (95%), Central Switzerland (94%), Northwestern Switzerland (93%) and Espace Mittelland (90%). Nevertheless, in Southwestern Switzerland (37%), more than one-third of job ads sought applicants with knowledge of German.

French skills are particularly important in southwestern Switzerland (73%). In contrast to knowledge of German in southwestern Switzerland, knowledge of French plays a lesser role in the major German-speaking regions, with the exception of the Espace Mittelland (32%), which includes both French- and German-speaking cantons. Job advertisements that mention French language skills never account for more than one-sixth of all advertisements in the individual major German-speaking regions of Switzerland.

English skills are primarily important in large regions with international business centers, such as Zurich (42%), Southwestern Switzerland (42%), Northwestern Switzerland (34%), and Central Switzerland (30%). In these regions, companies and organizations are often focused on global markets and have international business partners.

Knowledge of Italian tends to play a minor role compared to the other languages. Even in southwestern Switzerland, which includes the canton of Ticino, only 7% of all advertisements sought knowledge of Italian. In the remaining major regions, the demand for Italian language skills represents only a marginal share.

Specialists office and administration: language talents wanted!

The demand for languages also varies according to occupational group and language region. In general, it can be said that regional main languages (e.g. German in the German-speaking part of Switzerland) are particularly relevant for manual professions and professions in service and sales. These occupational groups are often in direct contact with their clientele and predominantly serve regional markets.

A more detailed analysis of the data also reveals differentiated differences in the regional composition of demand. For example, across all occupational groups, proficiency in German is more in demand in Latin Switzerland than in French in German-speaking Switzerland. It is striking that almost half of all job advertisements in Latin Switzerland for the occupational groups technical specialists (49%) and office and administration specialists (48%) require knowledge of German. In comparison, the occupational group with the highest demand for knowledge of French in German-speaking Switzerland - office and administration specialists (30%) - shows that knowledge of the other national language is of greater importance in Latin Switzerland than in German-speaking Switzerland. This can be attributed in particular to the linguistic diversity of Latin Switzerland, which includes French- and Italian-speaking cantons as well as German- and French-speaking cantons such as Valais and Fribourg.

In Latin Switzerland, somewhat more value is generally placed on English skills than in German-speaking Switzerland. In both language regions, managers in particular are expected to have a good command of English. Surprisingly, managers are also the occupational group for which knowledge of the respective regional national languages is demanded the least. Overall, it can be said that English skills play an important role in both language regions, especially for university professions and office/administrative professions. In the case of Italian language skills, it is also apparent that occupational groups from southwestern Switzerland have a higher demand than those from German-speaking Switzerland. In both language regions, however, Italian skills are predominantly mentioned in job ads for office and administrative professionals.

In general, it can be observed that knowledge of several languages is particularly important for office and administration professionals. The reason for this is presumably that the clientele served by these professionals, in contrast to the clientele of manual and sales occupations, often transcend language and national borders.

Source: Adecco Group

Stefano Veri joins the Board of Directors of Woodman Asset Management AG, based in Zug, and Istarel Brucker (General Counsel) becomes a member of the Executive Committee. Woodman Asset Management AG is an independent investment boutique that provides family offices and qualified private investors with access to core, niche and sustainable investment strategies in public and private markets. Woodman's investment capabilities are said to be based on the extensive expertise of its in-house investment professionals and a hand-picked network of partners in which Woodman holds strategic investments.

New Board member Stefano Veri comes from UBS, where he recently retired. Stefano Veri was one of the Group's top executives there for 40 years. He was appointed Group Managing Director in 2014 and has actively led and shaped the transformation of UBS Wealth Management in Switzerland and abroad as a member of several key executive committees. He has an extensive knowledge and understanding of international capital markets and the global wealth management industry. Patrick Ferrari, CEO of Woodman Asset Management AG, commented, "We are delighted to welcome Stefano to our Board of Directors. Stefano will help lead our company's inorganic growth strategy in the next phase of its development. His extensive experience in senior positions at a major international financial institution, most recently as Global Head of External Asset Managers at UBS, will allow Woodman to benefit from his unique expertise and experience."

Istarel Brucker, in turn, was promoted to member of the Executive Committee, where she holds the position of General Counsel. She joined Woodman in 2020 as legal counsel and assumed responsibility for all legal and compliance matters in March 2021. Prior to joining Woodman, Istarel Brucker worked as an attorney in the Legal, Compliance and Regulatory practice at EY, where she advised finance and insurance companies on banking and financial markets law. Prior to that, she gained experience at a Zurich law firm and as a lawyer in the legal department of Julius Baer. "We are confident that Istarel's tireless dedication will enhance Woodman's development and ensure our continued success. Istarel's deep understanding of the legal and compliance function will ensure that she continues to be a strategic partner and resource for our various businesses," CEO Patrick Ferarri said of the hire.

Source and further information: Woodman Asset Management Ltd.

Founded in 2011 by two ETH students and based in the Zurich, Basel and Bern area, Software-Schmiede creates individual web, software, e-commerce and app solutions for customers from all over Switzerland. The agency combines state-of-the-art technologies and innovative design. Since its founding, jkweb has grown steadily and today employs nearly 70 people with diverse backgrounds. The newly created position and the appointment of Gerry Giacomini as Chief Revenue Officer (CRO) are part of the digital agency's growth plans.

Pascal Josephy, Managing Partner and founder of jkweb, comments: "Our agency has grown to a considerable size since 2011. We are therefore all the more pleased that, after a long recruitment phase, we have found the ideal candidate for our software company in Gerry. His experience and knowledge as well as his value compass are an ideal fit for our agency. Like us, he always focuses on people - internally as well as externally." Gerry Giacomini adds: "jkweb has raised its ambitions for the Swiss market even higher, not least through the acquisition of the Bern-based software company novu. I am very happy to contribute my know-how to the further development of the agency and thereby support our clients in the realization of their projects."

Gerry Giacomini discovered his true passion - the world of information technology - after completing his bachelor's degree in economics and a job in asset management at UBS. To deepen his knowledge in this field, he decided to pursue a master's degree with a focus on business informatics at the University of Bern. During and after his graduation, he worked in Key Account Management at Adnovum Informatik. As CRO, Gerry Giacomini will play a central role in the strategic direction and expansion of jkweb's customer relationships. One of his first tasks will be the rebranding of the software company. The jkweb brand is to be updated and refreshed in order to position the company optimally in the market. The name and expertise of novu, the digital agency acquired in 2022, are of great importance here.

Source and further information

The Swiss Economic Award (SEF) is, by its own account, the most important prize for young companies in Switzerland and celebrates its 25th anniversary this year. The coveted award honors outstanding entrepreneurial achievements in the categories of services, deeptech/life science and production/commerce. A team consisting of knowledgeable experts nominated nine companies for the final from over 120 submitted applications.

The finalists will present their business idea to a prestigious jury and influential players from the Swiss economy during the Swiss Economic Forum on June 8 and 9, 2023. The finalists of the Swiss Economic Award 2023 are:

• Service category: MapTiler AG (Mapping platform for the creation of zoomable maps), Proptech Partners SA / Neho (commission-free real estate agency), Unit8 SA (Data services company whose mission is to help non-digital companies turn data into value with a blend of data science, analytics and AI).
• Deeptech/Life Science Category: Daphne Technology SA (technology for the reduction of the greenhouse gas methane), Flybotix SA (drone-based indoor inspection system), Sevensense Robotics AG (Systems for autonomous mobile robots)
• Production/Commercial category: Boostbar AG (sustainable catering solution with Smart Fridge), Impact Acoustic AG (Room acoustics solutions made from recycled plastic from plastic bottles), Koa Switzerland AG (Cocoa fruit from sustainable production)

The finalists benefit from in-depth expert knowledge, enormous media exposure, as well as access to the SEF.Founder network. The winners each receive prize money of CHF 25,000.

Source and further information: Swiss Economic Forum SEF

Kickstart is one of the largest zero-equity open innovation platforms in Europe. Its mission is to build purposeful innovation ecosystems by accelerating innovation. The platform brings together public and private organizations, startups, investors and experts with the common goal of developing next-generation products and services and achieving significant impact at scale.

Already more than 400 startups supported

"We have been a global partner of Kickstart since its founding in 2016. Together with our in-house experts*, Kickstart defines relevant topics and looks for promising startups. This allows us to promote open innovation, connect with startups and enable new trends in the market, and contribute to the deep tech nation and sustainability-oriented solutions," explains Roger Wüthrich-Hasenböhler, Chief Strategy, and Growth Officer at Swisscom. Also participating in the Kickstart program, now in its 8th year, with the aim of developing sustainable and innovative solutions for society, are well-known companies such as  AXA, the Kanton Vaud, the city of Zurich, Coop, Swisscom, the furniture, PostFinance, Sanitas,  CSEM and MSD. In recent years, Kickstart has been able to attract some of the world's best startups, including such well-known ones as Planted, Neustark, Unsupervised and AAAcell. Since 2016, Kickstart has supported more than 400 startups and realized over 270 deals in the form of collaborations from over 80 countries. In the process, investments of more than CHF 2 billion have been raised.

Innovation program gains in importance

"The program continues to grow in importance, not only in terms of innovation, but also in terms of sustainability and circular economy," explains Katka Letzing, Co-Founder and CEO of Kickstart Innovation, one of the largest open innovation platforms in Europe. "The challenges for companies and organizations are becoming more complex and competitive pressures are increasing. By working from developed proof-of-concepts rather than isolated solutions, both sides have the opportunity to make much faster progress in their respective fields." The goal of the Kickstart program is to enable pilot projects or commercial collaborations between startups and established institutions. This is to bring new products and services to market on a larger scale, develop new revenue streams and invest in breakthrough models and processes. Last year, more than 50 collaborations were announced to work together on innovative solutions for Switzerland and beyond. Ideas were diverse, ranging from a software platform for decarbonizing supply chains, to sustainable insulation packaging made from recycled waste paper, to solar thermal and photovoltaic collectors that achieve some of the highest energy densities in the world.

Five areas

The search for the topics of the future is taking place in five areas: New Work & Learning, Health & Wellbeing, Finance & Insurance, Food & Retail and Smart Cities. Each area focuses on specific innovation trends and the needs of individual partners with increasing importance in the topics of technology, sustainability and investment.

Source and further information: Kickstart

In the fight against climate change, the voluntary commitment of companies continues to play a central role. At the same time, the framework conditions are changing and previous climate protection labels are being questioned. ClimatePartner has therefore developed a new solution, "ClimatePartner-certified," which takes into account the increased requirements for holistic climate protection and, in particular, the reduction of greenhouse gases.

"ClimatePartner certified": Calculate CO2 footprint initially

Companies that want to use the new label must initially calculate their carbon footprint and update it regularly. On this basis, even if they only want to use the label for a single product, they must set company-based reduction targets and demonstrably have already implemented reduction measures. In addition, they must contribute to the financing of climate protection projects worldwide. As confirmation and symbol for this Climate Action Journey of enterprises stands the new label "ClimatePartner certified". It refers via a link or QR code to an individual Climate-ID website, via which consumers can fully understand the climate protection commitment of the respective company. At the click of a mouse, it is possible to see, among other things, which reductions have already been implemented and what other goals the company is pursuing in order to achieve long-term climate protection.

Moritz Lehmkuhl, founder and CEO of ClimatePartner, explains: "Our new label 'ClimatePartner-certified' not only places higher demands on climate protection commitment, but also confirms that this is pursued over the long term and becomes part of the corporate strategy. This is a crucial advancement because it is no longer about a status quo as an outcome, but about continuous reduction combined with transparency in the entire Climate Action Journey of companies."

Climate protection contribution for individual services, events, etc. still possible

As effective climate protection projects continue to be an indispensable contribution to global climate protection, ClimatePartner will in future offer companies that are not yet so far advanced in their sustainability strategy or are unable to meet the higher requirements the opportunity to support them. These are usually those companies that are still at the beginning of their Climate Action Journey, or individual projects and one-off services such as events, for which no long-term reduction targets can be defined. In these cases, certified climate protection projects can be supported in order to help generate urgently needed investments for achieving the 1.5 degree target. This voluntary commitment can also be marked afterwards, with the label "Financial Climate Contribution".

In this case, too, maximum transparency is key: "In the past, we have seen how important it is for climate protection to be given visibility and for companies and consumers to address it," says Lehmkuhl. "We are continuing our strategy of helping companies to credibly communicate climate protection commitment here with our previous and already established ID tracking. Consumers can also find out here on a website which climate protection projects have been supported.
The previous ClimatePartner label "Climate Neutral" will be phased out after a transition period and will no longer be available.

A great deal of time and commitment went into the development of the new solution concept: A team of climate protection experts at ClimatePartner worked intensively for around two years, obtaining external input as part of a stakeholder process, further developing the methodology and software, and expanding the range of consulting services. ClimatePartner has therefore registered a guarantee mark for this new label, which confirms the quality of the content.

Source and further information

At 2.1 percent, the unemployment rate in Switzerland remained at a low level in February and the situation on the labor market remains tense. To attract new employees, companies are therefore increasingly turning to new types of work models and benefits. The online recruiting specialist "onlyfy by XING" wanted to know which of these measures are actually well received by professionals in Switzerland and what the "no-go's" are that keep them away from a new job despite higher pay. In collaboration with the Forsa research institute, onlyfy conducted a representative survey of over 1,000 employees in German-speaking Switzerland.

"No deal": poor leadership scares off candidates 

What keeps employees from applying to a company despite higher pay? A bad management style, says more than half of the respondents (58 percent). An unsuitable location (57 percent) and bad experiences of friends or acquaintances with the employer (55 percent), closely followed by a poor corporate culture (54 percent), also keep candidates away from a potential employer.

When it comes to the location factor, there are differences between the age groups. Among 18- to 29-year-olds, for example, 47 percent would be deterred from applying for a job by an unsuitable location, even if the new job paid better. Among 30 to 49-year-olds, more than half (55 percent) and among the over-50s almost two-thirds (64 percent) consider the employer's location to be a decisive criterion.

A poor corporate culture is also a greater deterrent, especially for older professionals. 61 percent of those over 50 would not apply for a job with better pay if the corporate culture did not fit. In the youngest age group of 18- to 29-year-olds, the figure is only 43 percent in comparison. In addition, a poor corporate culture is a no-go significantly more often for people with a higher level of education (62 percent) than for people with a formally lower level of education (47 percent).

A lack of opportunities for home office or remote work is keeping around a quarter (27 percent) of respondents from applying to a new employer, even if more pay beckons in return. There are considerable differences between the various career levels with regard to the importance of flexible working time models. Whereas only 22 percent of skilled workers would be put off working from home, 39 percent of middle managers would be deterred from choosing a new employer.

"A poor leadership style is the killer criterion par excellence for Swiss professionals. The good news is that companies can actively promote a positive leadership culture. An honest look at one's own company is therefore worthwhile in order to become aware of possible weaknesses. When it comes to the criterion of location, things get more difficult, because it is often not so easy to change. However, location disadvantages can be compensated for with the option of working independently of location," says Frank Hassler, CEO of New Work SE, which also includes the onlyfy by XING brand.

Increasing attractiveness as a company: Flexible working time is the trump card

The shortage of skilled workers and a persistently low unemployment rate have prompted companies to consider new working models in recent years. For 61 percent of employees, an employer becomes more attractive if it offers flexible working hours. This is particularly popular with employees aged 30 and over. A four-day week with the same pay would make the company more interesting for a total of 59 percent of respondents. The option of a home office is perceived by just under half of those surveyed (47 percent) as increasing the company's attractiveness, and in the 30 to 49 age group, home office is particularly appreciated by 52 percent. Around a quarter of respondents each find that more salary transparency (27 percent) and the option for longer time off, e.g. in the form of a sabbatical (26 percent), make an employer more attractive.

The option of "workation," where employees can work temporarily from abroad, is particularly well received by younger people. While 28 percent of 18- to 29-year-olds and 26 percent of 30- to 39-year-olds believe that this makes an employer more attractive, only 15 percent of the over-50s find it more attractive. Fitness and yoga offers at the company also attract younger employees in particular. 32 percent of 18- to 29-year-olds see this as a benefit. As the age of the respondents increases, however, the attractiveness weakens noticeably. Only 13 percent of those over 50 say that sports activities make an employer more attractive to them.

"Employers can increase their attractiveness with new work models and benefits. However, companies should be aware that not all measures have the same effect on all candidates. The option of workation can make sense in order to attract young candidates in particular, whereas other measures are more effective in the search for specialists and managers with many years of experience," continues Frank Hassler.

Source: onlyfy by XING / New Work SE

Since 2006, local.ch has been an established player in the Swiss online market as the official digital telephone directory. Already in recent years, the portal has increasingly developed beyond the function of a directory into a marketplace through which services can be booked directly by SMEs. With a relaunch and a new brand promise, the transformation of local.ch from a digital telephone directory to the largest Swiss booking platform has now been officially completed.

Booking platform with additional benefits for SMEs

With around 1.7 million visitors and over 30 million page impressions per month, local.ch is one of the top ten Swiss online portals in terms of reach and is on a par with renowned media brands in terms of usage (Mediapulse Online Audience Data). More than 500,000 SMEs from all kinds of industries, including contact details, can be found on the booking platform. The categories range from "Food, Indulgence & Gastronomy" to "Medicine, Aesthetics & Wellness" and "Craft, Construction & Industry". But countless services in the categories "Leisure, Education & Sports", "Life, Housing & Environment" and "Security, Business & IT" are also part of local.ch's offering. The respective services of over 155,000 SMEs can even be booked directly online at the touch of a button.

The architect of the booking platform local.ch is localsearch (Swisscom Directories AG). "With the relaunch of local.ch, we are underlining our repositioning as the largest Swiss booking platform and consistently implementing the new brand promise: 'Simply book online,'" says Stefano Santinelli, CEO of localsearch. "The functionality as a phone book will of course remain, but this designation no longer does justice to local.ch's extensive offering today." Last year, the button for direct booking was already pressed around 1.5 million times for a wide variety of SME services.

Relaunch with "localbuddy", "Free Table Search" and search via interactive map

After two years of development, local.ch has been relaunched. Central components of the all-round renewal are expanded and new search and booking options, which lead to even better user-friendliness. This makes it even easier for users to find the service they want and to book it straight away. For this purpose, "localbuddy" is even available as a chatbot, which users can ask their questions not only in writing, but also verbally.

First find a restaurant and then in a second step clarify whether a table is free: For many the usual way to a table reservation, which often ends in disappointment when there is no room. The new local.ch offers a shortcut: With the "Free Table Search", you can directly find the restaurants in your area that still have a table free. And the reservation is then just another click away.

The new interactive map offers a different approach to the search. For example, anyone looking for a car garage near their location can get an overview directly via the map view and also make an appointment right away by clicking on the selected store.

Stefano Santinelli, CEO of localsearch: "All surveys and studies on online commerce in Switzerland show that consumers are booking and buying more and more online. I am convinced that with the new local.ch, we are making it even easier for users to find and book their desired service. And on the other hand, we are supporting SMEs even better in bringing customers from the digital world into their business. A win-win situation - or a match as we would say today."

Source: localsearch

In contrast to setting climate targets using the conventional method (potential-based targets), SBTs (science-based targets) identify the reduction in greenhouse gas emissions a company needs to achieve in order to keep global warming below 1.5°C as agreed in the Paris Agreement. For the Electrolux Group, a target has been set to reduce all direct and indirect operational CO₂-emissions (Scope 1 and 2) by 80% and emissions from product use (Scope 3) by 25% compared to 2015. In 2022, the Electrolux Group succeeded in achieving the set targets three years in advance. Scope 1 and Scope 2 emissions were reduced by 82% and Scope 3 emissions by more than 25% compared to 2015.

Leading in sustainability thanks to science-based targets

"We had set ourselves ambitious climate targets and are now among the first companies worldwide to achieve them. This proves that we are a leader in sustainability. But our work doesn't stop there. We are continuously working to make our business operations climate-neutral by 2030," says Peter Barandun, CEO of Electrolux Switzerland.

In order to reduce its environmental footprint, the company relies on renewable energies and continuously optimizes operational processes in all business areas. Thus, 98% of the electricity consumed worldwide comes from renewable sources. In addition, the Group has its own photovoltaic plants in seven countries. And the circular economy is also steadily gaining in importance: for example, the interior linings of the new 70% built-in refrigerators are made of recycled plastic. In addition, 55% of all Electrolux Group plants, including the Swiss logistics center in Mägenwil, are "Zero Waste to Landfill" certified. This means that nearly 98% of total production waste is either recycled or recovered.

Local commitment to a more sustainable diet

Electrolux not only develops solutions that enable a more sustainable life, but also initiates a social dialogue. As an Official Partner of the non-profit association "Madame Frigo", the company sets an example against food waste in Switzerland. In the jointly conducted awareness campaign, attention was drawn to the problem and consumers were given useful tips on how to avoid foodwaste.

Source and further information: Electrolux Group