The keynote presentation by Martin Kyburz was an example of what sustainable business looks like. His company manufactures electric vehicles that are used by an increasing number of postal delivery services, including the Swiss Post, among others. While electromobility is currently experiencing a real boom, an associated problem still seems to be unsolved: What happens to the spent batteries and accumulators? There are various recycling approaches, but they generally involve shredding and thermal disposal without material recovery. A process developed jointly with Empa is now being used at Kyburz, with which 90 percent of the materials processed in a rechargeable battery can be recovered. Kyburz has thus been nominated for the Green Business Award. Planted, another nominated company, was also on site and showed concretely what rethinking and transformation in the food sector looks like in practice.

Energy shortage: the solution is "smart energy

The Forum ö 2022 still went with many other topics to the start. One of them was the current energy shortage situation. Three experts from Elektrizitätswerke Zürich ewz explained which scenarios are to be expected. It is not easy at present to make concrete statements about whether there could be a worst case scenario with power cuts. The outlook is too uncertain as to how hard the winter will really be and whether or not the French nuclear power plants, which are so important for Switzerland's electricity needs, will really be able to come back online from January 2023. However, it also became clear in the discussion that the current crisis should be used as an opportunity to curb the consumption of electrical energy and not only to discuss alternative sources of electricity - such as the expansion of solar power plants in mountainous areas, which is now to be waved through by parliament while undermining many ecological principles. In addition, the path must lead to the decentralization of energy systems; "smart energy" is the watchword here.

Rethinking Business in terms of Innovation

Or the topic of innovation through collaboration was also in focus. Postfinance, for example, explained in another breakout session how they approach this topic, especially with regard to the implementation of sustainability goals. Anne-Käthi Leuenberger, Head of Corporate Responsibility, explained that in order to achieve these goals, innovation is essential. As examples, she mentioned the Swiss Climate Challenge, with which Postfinance, in cooperation with Swisscom, wants to make the influence of personal mobility behavior on climate change more transparent via an app. The "reward" is a so-called "Green Coin", a green, digital Swiss franc that can only be used for sustainable products and services. Or another example: with "Velto" a sustainable digital pension solution is launched. Here, too, Globalance is a cooperation partner. Crowda" was also presented in detail, a platform explicitly for SMEs, which can find collaboration partners there for the joint implementation of the UN Sustainable Development Goals. This project is still in its infancy, but could be of particular interest to those companies that are interested in sustainable management but cannot themselves muster the human and knowledge resources required for operationalization.

Of corporate culture and an "earth for all

Further keynotes were given by Nele Kreyssig and Robert Szilinski from esentri AG. They provided an insight into their corporate culture, which consistently places people at the center and relies on self-organization. The fact that this can also lead to rather "special" excesses, for example in the introduction process for a company-owned muesli vending machine, was explained, as were the lessons learned: Ideas are never the bottleneck, it's how to create the space people need for them. "The age of efficiency is over, the age of resilience is now beginning," said Kreyssig and Szilinski.

From the Club of Rome, which first drew attention to the finite nature of resources in 1972, came Till Kellerhoff, who presented the "Earth4All" study in his talk. First, he used statistical data to impressively summarize what would happen if humanity continued in the same style as it has up to now. Insect extinction, the sixth mass extinction in the history of the Earth, is only part of the scenario. Much of the explosive power also lies in the increasing social inequalities and imbalances. The path must therefore take five U-turns:

1. New economic structures for low-income countries to fight poverty.
2. Eliminate income inequality, for example through higher progressive taxation or greater taxation of wealth.
3. Empowering women to bridge the gender power gap.
4. Healthy food for all without expanding farmland and combating food waste.
5. Transform energy systems to halve greenhouse gas emissions every ten years.

Those present were probably in agreement: These are probably the right goals. The only question is whether there is enough time to achieve them. But it is not too late for "Rethinking Business. It is also to be hoped that the knowledge in companies about the 17 UN Sustainable Development Goals is increasing and is not limited to those circles that attend meetings such as the Forum ö.

More information: www.oebu.ch

The Index of Global Trade Health analyzes anonymized transaction data flowing through Tradeshift's platform. Tradeshift defines transaction volume or supply chain activity as all trade activity and receivables from supplier payments. The index provides a timely overview of how external events impact business-to-business trade. Additional surveys and customer interviews supplement the report. The current index is available at the Tradeshift website.

Demand crisis pushes through

Global supply chain activity now fell by a further 5 points in the third quarter compared with the baseline. New orders in particular fell sharply as inflation-related costs and global uncertainty increase. Global order volume fell another 7 points below expected levels in the third quarter, following a 6-point decline in the previous quarter.

Manufacturing and T&L sector decline sharply

Manufacturing activity was 11 points below expected in the third quarter. Retail supplier activity was 9 points below the baseline, representing the slowest growth in 18 months. Slowing demand in these sectors is also leading to lower demand in the transportation and logistics sector. Activity in this sector fell 8 points short of expectations in the third quarter, marking the second consecutive quarter of declining growth.

"The good news is that supply chain bottlenecks are clearing and transportation costs are coming down," says Christian Lanng, CEO of Tradeshift. "The bad news is that this is largely a result of slowing demand. This trend now appears to be accelerating. This is especially hard on smaller suppliers who have simply traded pressure in one direction for an equally insidious kind of pressure in the other. If suppliers run into financial difficulties and give up, the problems that supply chains faced during the pandemic could be repeated."

Europe at the epicenter of the demand crisis

According to Tradeshift's index, Europe is at the epicenter of the recent downturn. Supply chain activity in the euro area fell another 6 points in the third quarter. The energy crisis triggered by Russia's invasion of Ukraine has wiped out consumer spending and put significant cost pressures on supply chains. In the United Kingdom, which faces similar challenges, trade activity fell by a further 5 points in the third quarter.

With winter approaching, even the slightest increase in energy demand anywhere in the world could result in entire sectors of the manufacturing industry in Europe having to shut down completely. Skyrocketing energy prices are also causing a cost of living crisis across the continent. Consumers are significantly curtailing their spending. A further deterioration in trade seems likely, though not yet entirely inevitable.

USA and China not so badly affected

In the USA, however, the picture is different. Momentum is slowing, but much more gently than in other parts of the world. Total transaction volume in the third quarter was only 2 points below the expected level. In China, local supply chain activity also grew at a relatively healthy rate in the third quarter, only 1 point below the expected range. However, activity levels in Chinese supply chains have been very erratic since the beginning of the year, and this is unlikely to change as long as the foreclosure policy remains in place.

"Supply chains in the U.S. appear to have stabilized," Lanng said. "As long as consumers continue to spend, they may even benefit from lower operating costs. Europe has a much more difficult road ahead. The energy crisis stems from a failure to balance access, sustainability and security of supply. As companies look at the resilience of their supply chains, maintaining that balance should be at the forefront."

Six young companies vied for the favor of investors in the "Höhle der Löwen Schweiz" show on October 25, 2022. Here again is a brief summary of the latest episode of the start-up show, which once again brought a big investment around the topic of "mobility".

A lot of marketing speak at the beginning

Quirin Hasler, Jonas Holzer, Felix Greiner and Nicola Dutoit from Zurich kicked things off. They confidently presented their platform "refluenced" for brands and influencers. The idea behind it: On the online platform, a start-up describes its product. Interested influencers apply to the start-up, which then selects suitable people to do stories and contributions for them. The young company "Knecker" served as a "school example". also already present in the lion's den was allowed to. A total of 30 brands and 300 so-called "brand lovers" are already represented on the platform. In order to quickly increase the number, the four young entrepreneurs named a capital requirement of 200,000 Swiss francs and were prepared to cede 5 percent of the company shares in return. The concept met with interest among the online-savvy lions. Lukas Speiser immediately saw the benefits of this platform, but was not yet ready to invest. A thorn in Patrick Mollet's side was the high company valuation with just 5000 francs in sales in the first year of operation. "Make real sales first," was his clear message. Nevertheless, Roland Brack and Anja Graf each made an offer: he offered 200,000 francs against 10 percent, Anja Graf 200,000 francs against 7 percent of the company. It was she who landed the deal.

Striking a chord with many parents

"OiOi Baby" is a rental service for baby and children's clothes, with which Anna Mucha and Belén Bolliger from Schlieren wanted to convince the five lions to invest. 250,000 Swiss francs against 5 percent company shares was their capital requirement. And this is how the business model of "OiOi Baby" works: Parents sign up for an annual or monthly subscription and are sent a bundle of baby clothes. As soon as the baby grows out, they exchange the old bundle of clothes for a new one. The wear and tear is insured, the brands are sustainable. Care and logistics are taken care of by "OiOiOi Baby." For some viewers as well as for the lionesses and lions, it quickly becomes clear: There is a real customer need behind this. And the sales prospects for internationalization coupled with a broadening of the product range also seemed impressive: the two young entrepreneurs and mothers calculated 350 million Swiss francs. No less than three lionesses and lions then made an offer. But in a different way, namely better than the founders had imagined: Because in fact they were in a first round for seed financing. They wanted to raise 900,000 francs. The 250,000 francs would have been a first tranche. However: Roland Brack, Anja Graf and Jürg Schwarzenbach now offered to take over this seed financing right away: 900,000 francs, but wanted 30 percent company shares in return. In the end, the young entrepreneurs and investors agreed on 900,000 francs in exchange for 27 percent of the company.

Beautiful idea waiting for buyers

Caroline Laffer from Muttenz, the founder of "faible", creates accessory clips for shoes in various designs. A pretty idea that was tried out in detail by lioness Bettina Hein. Roland Brack also didn't miss the opportunity to attach a clip in the shape of a skull to his shoes. However, he struggled somewhat with the pitfalls of the object. So maybe it was a product the world wasn't waiting for after all? And when the lionesses and lions hear how many pieces the founder has sold so far, they are speechless: just 17 pieces in two years. So it quickly became clear that Caroline Laffer would probably remain without a deal. Nevertheless, she received praise for the idea and support in the e-commerce sector. Because what is urgently needed for the success of the product is sales - and much more revenue.

A lion knocks on wood

At "bulls coffee", coffee in wooden capsules, a familiar face appeared alongside founder Ole Bull: Marco Fritsche, presenter of "Bauer, ledig, sucht...". As a convinced coffee drinker, he didn't miss the opportunity to put all his marketing and influencer power on the line for the startup. 300,000 Swiss francs in exchange for a 10 percent stake in the company was the amount of capital the two needed. "bulls coffee" is 100 percent organic and 100 percent biodegradable because it is sold in wooden capsules. The investors are allowed to taste - but three of them never drink coffee. The founder probably didn't expect that, nor did Marco Fritsche. And for coffee drinker Jürg Schwarzenbach, the product tasted good, but not above average. In the end, it was probably not due to the business idea itself that no deal was struck. But "bulls coffee" can at least claim to have made it into the listing of Edeka, a German retail chain. This is certainly something to build on - even without the investment of the Swiss lionesses and lions.

Also about wood was "Swiss Wood Maps" by Simona Liechti and Lukas Liechti from Bern. The start-up produces three-dimensional Swiss landscape maps made of wood. The products, which are intended as gifts or collectors' items, are made by hand and come at a price: between 219 and 619 Swiss francs, depending on the size. But the increase in sales projected by the two founders was also impressive: in 2021, sales of 400,000 Swiss francs were achieved; in 2022, the figure is expected to reach 600,000. So the business seems to be going well. So do we still need an investor to donate 100,000 francs in exchange for a 12 percent stake? Four lionesses and lions drop out. Jürg Schwarzenbach, himself a Bernese, made an offer: 100,000 francs, but against a 15 percent stake. Simona and Lukas Liechti happily accepted. This laid the foundation for scaling the business.

Another investment for mobility

It is well known that motorcycling is a popular hobby. But it also has its pitfalls, especially when the motorcycles gather dust unused in the garage. "Ribe Moto GmbH," a platform for motorcycle renters and leasers, wants to change that. Kris Fiocchi, Kevin Bieler and Tsering Selang from Pfaffhausen (ZH) have therefore developed a kind of "Airbnb" for motorcycles: The start-up wants to bring motorcycle lovers together. So anyone who wants to rent out their motorcycle or rent one can do so online at "Ribe Moto". The service offer also includes comprehensive insurance. The three now need 300,000 Swiss francs for further growth and are prepared to cede 10 percent of the company for this purpose. The figures and the market knowledge of the three motorcycle enthusiasts made the lionesses and lions present sit up and take notice. The only thing that caused some confusion was the fact that "Ribe Moto" initially started with a subscription model and now wants to switch to renting or "do one thing and don't do another". For Lukas Speiser, this was not focused enough; he therefore dropped out of the bidding race. Roland Brack, himself a motorcycle rider, now offered 550,000 Swiss francs against 18 percent with the aim of immediately starting an internationalization of the business for mobility on two wheels. Jürg Schwarzenbach, with "Carvolution" also experienced in the mobility sector, made the offer of 300,000 francs against 12 percent. So the founders were now faced with the question: go full throttle or cruise at a more leisurely pace? They decided on the former. Roland Brack thus made one of his highest individual investments of the previous seasons. And he will probably be happy to count on his experience with "MyCamper". Conclusion: Topics relating to mobility in particular always seem to go down well with the lionesses and lions, as shown by the Million deal of the first show of this season showed.

More information on upcoming shows: https://www.oneplus.ch/detail/1000604

Numerous SMEs are facing their succession planning. SMEs in urban areas generally have a better chance of finding a successful succession solution than SMEs in mountainous areas. For this reason, Business Transaction AG is teaming up with Schweizer Berghilfe and supporting the construction of a farm cheese dairy in the Bernese Oberland to secure its economic future in the long term.

A traditional company in upheaval

The Fänglihof is located in Zweisimmen in the Bernese Oberland at 1,070m above sea level. On the approximately 30 hectares, partly steep, grassland are kept about 120 milk sheep and 60 young animals. Also 4 mother cows with offspring and 50 laying hens are at home there. The farm is managed with conviction according to the Bio-Suisse guidelines and strives to work in a resource-saving and ecological way. The farm is managed by the Eggen family in the 4th generation and the fifth generation is growing up. At the beginning of 2017, the brothers Christoph and Thomas and their families took over the farm. The senior boss is still on hand with advice and support and, together with his wife, regularly takes care of the promotion of young talent.

Sustainable into the future

With the takeover by the next generation, investments were necessary to secure the family business and economic independence. With the construction of their own cheese dairy, the Eg-gen family can now process their own sheep's milk into cheese and yogurt, making them less dependent on external milk buyers and at the same time increasing their own value chain. In this way, the Fänglihof is following the trend of regional production and marketing and has established a solid foothold to secure its economic existence.

Working together to preserve Swiss mountain regions as diverse living and economic areas

Business Transaction AG was keen to join forces with Swiss Mountain Aid, which has been helping companies and people in mountain regions since 1943, to also support businesses in economically peripheral regions in line with its slogan "Committed to succession." to support. Business Transaction AG did not miss the opportunity to present the project in video format.

Source: Business Transaction

Philipp Gmür, Chairman of the Group Executive Management and Group CEO of Helvetia Insurance, will step down in mid-2023, the company said in a brief communiqué. A lawyer by training, Gmür joined Helvetia in 1993, where he took over as Chairman of the Group Executive Management in 2016 after various career moves. "After 30 years with Helvetia Group, including 13 years as CEO of the country market Switzerland and seven years as Group CEO, the time has come to turn over a new leaf," Gmür commented on his retirement. It was a privilege and a pleasure to have been able to shape the development of Helvetia Group together with a strong team, Gmür added. "But I am also looking forward to passing on the baton and taking on other tasks outside Helvetia Group."

Chairman of the Board of Directors Thomas Schmuckli pays tribute to the work of his CEO and explains: "Philipp Gmür has left a lasting mark on Helvetia Group. Under his many years of leadership as CEO Switzerland, Helvetia developed into a leading all-line insurer in its home market. As Group CEO, he has driven forward the internationalization of the Group, the expansion of additional insurance lines and the introduction of new business models in a targeted manner. We would like to express our sincere thanks to Philipp Gmür for his many years of enormous commitment to Helvetia Group."

It is not yet known who will take over Philipp Gmür's post. However, the Board of Directors has initiated the process of finding a successor, according to a press release.

Source: Helvetia Insurances

The Digital Employee Experience (DEX) is becoming a critical issue. This is the result of a study on the transformation of the working world by Nexthink in Germany, France, England and the USA. A total of 1000 IT experts were surveyed. The results show: Around a quarter of their working time is currently focused on DEX-related requirements. One-third of their working time is of a strategic nature - which includes collaboration with HR - and 40 percent is spent on general IT operations.

Change in the world of work as a question of the IT experience

From the results of the survey conducted by the independent market research institute Vanson Bourne Nexthink study it becomes clear that it is important to create solutions that support employee collaboration and productivity - i.e., the IT experience or the digital employee experience as a whole is what counts. Merely providing IT equipment is no longer enough. This is a development that was already evident before the pandemic. In fact, all study participants believe that IT plays a critical or important role in ensuring "flow" in the workplace, i.e., a productive, disruption-free workflow.

The areas of responsibility are also shifting significantly, with IT and HR becoming more intertwined. According to the IT experts surveyed from Germany, before the pandemic, responsibility for jobs lay primarily with HR (40%), or HR and IT in combination (39%). In the meantime, IT has gained considerably in importance in this area. Today, only twelve percent see HR as having sole responsibility here. In five years, i.e. in 2027, this figure will drop to four percent. 43 percent assume that corporate IT will then assume the leading role in the design and provision of workplaces, while 53 percent expect IT and HR to act together. After all, 94 percent of respondents from Germany, whose work culture is probably closest to that in Switzerland, are convinced that a location-independent work environment is more efficient if it is essentially designed by IT.

IT as the key to employee retention

Even requirements that were previously assigned exclusively to HR, such as employee well-being and satisfaction, are now increasingly being addressed by IT: 20 percent see IT in the leading role here, 38 percent IT and HR together. In addition, according to 92 percent of respondents from Germany, IT has a key position in retaining qualified employees and counteracting the critical issue of "great resignation" or the "great wave of resignations". 98 percent say a comfortable remote work environment improves employee retention. Compared to other countries, the UK has the lowest level of support for this at 89 percent.

This means HR and IT will have to find ways to cooperate closely - also in communicating with employees. This collaboration has been developing on several levels for some time, and new areas of responsibility have come to IT in the past five years: 27 percent from Germany, for example, said that they had carried out HR-related projects as IT experts, while 44 percent support communication platforms for employees. There are definitely differences in the countries surveyed when it comes to this topic: In France, significantly more IT experts (33 percent) said they had carried out HR-related projects, while the USA and the UK were significantly lower at 18 percent.

Safe and trouble-free is the motto

IT also seems to be clear: pure office workplaces are largely a thing of the past. 48 percent said that in five years' time, workplaces will be predominantly virtual for location-independent working. Only eight percent still see workplaces purely on-site in the company in the future.

As expected, security still plays the most important role in remote working at 26 percent (France 29%, UK 23%), but the challenge of developing the necessary tools for location-independent working is almost equally important at 22 percent (USA and UK 17%, France 19%). One in five IT experts sees a particular challenge in guaranteeing employees a trouble-free working environment. This is because, according to the unanimous opinion of 83 percent, IT disruptions are perceived as more serious in remote working than in the office.

IT demands more support

The fact that, according to the study participants surveyed, the management of remote and hybrid working will play an increasingly important role in corporate IT today and in the future is not surprising. IT experts are becoming increasingly important for companies that offer flexible working environments. But - and this is surprising - this realization has not yet reached all companies. When asked what would help them as IT professionals with their challenges for flexible workplace environments, most (57 percent) mentioned this aspect: more recognition and awareness of their role and responsibilities. This is true for all countries surveyed. In second place (51%) was the desire for investment in additional tools and software, closely followed by better support from managers (49%), more time for these tasks (48%) and training (45%).

Conclusion: IT and HR must go hand in hand for the transformation of the working world

IT experts in companies are aware of their significantly expanded role for strategic HR requirements. They see themselves as proactive designers of the future of work, and thus one of their central areas of responsibility is to support and further develop employee satisfaction and loyalty with an optimal IT experience of the digital working environment. To do this, however, they need not only additional technical tools and time, but also the backing of management - which still seems to be lacking in many cases.

Source: Nexthink

Ms. Colmenero, why is it worth investing in occupational health management (OHM)?

Healthy employees are more motivated, more productive, more creative, more loyal - this makes a company more successful and increases its attractiveness as an employer. If employees are unwell or absent, this causes costs. Stress-related productivity losses cost companies in Switzerland several billion francs every year.

How does BGM influence success?

Systematic health management not only has an impact on the health of the individual, but also on the working atmosphere. People feel valued, are more satisfied and identify with the company. This increases the willingness to perform. And it reduces fluctuation - a decisive factor in industries with a shortage of skilled workers. But occupational health management also reduces absenteeism.

How high is the savings potential there?

Studies show that occupational health management can reduce absence costs by around 20 percent. The actual savings potential depends on the number of employees, the payroll and the absence rate. What employers usually forget: In addition to these easily calculable wage continuation payments, there are also indirect costs. These are two to four times higher.

What indirect costs then?

If someone is absent, the employees present work overtime to make up for the work and are under greater strain. This often leads to additional absences. Temporary workers have to be recruited and trained. Production losses, delivery delays, loss of know-how, higher insurance costs. These factors are often misjudged.

And what does a company have to invest in BGM?

First and foremost, there needs to be clear responsibility and resources for this. And staying power. Because not all measures show immediate results. OHM is a cultural process. You have to stick with it and establish health as a corporate value. That is a medium- to long-term goal.

Where does BGM come in?

At all levels in the company: not only in working conditions and processes, but also in the continuous sensitization and empowerment of managers. How can they manage healthy, stressed or sick employees? How do they recognize early signals and can act before someone drops out? The focus in leadership should not only be on absent employees. And finally: How can everyone take care of themselves?

What should leaders pay attention to?

Since health management measures involve changes, it is important that everyone is brought on board. The best tools and initiatives are of little use if the topic of health is not accepted and lived by everyone in everyday life. Leaders have a role model function here. What if my supervisor sends me an e-mail at night? These are subtleties in behavior that can make a big difference. And they are free of charge.

What are most companies doing wrong?

As a rule, the focus is on the sick employees. But how are the others doing? Appreciation, for example, is an important and simple lever for positive change.

Helsana tools for a healthy SME

• For health literacy in a team: helsana.ch/short-check-company
• Toolbox: helsana.ch/kmu-tool-case

AXA Investment Managers (AXA IM) conducted a representative online survey among 1,200 people aged 18 and over between May and June 2022. Ultimately, 949 employed Swiss men and women responded. The responses show that interesting work content is the most important criterion when looking for a job, followed by likeable colleagues and a high salary. The company culture, the image of the employer and the commute to work are also relevant.

Only 40 percent inquire about PF benefits when looking for a job

In order to secure financial independence in old age, the second pillar, i.e. the pension fund, plays an important role, as a significant part of the future retirement pension is to be paid from it. Depending on the pension fund, one has better or worse prospects of a carefree retirement. Nevertheless, according to the AXA IM survey, pension fund benefits rank 7th out of a total of 12 important decision-making criteria.

Around 40 percent of respondents said they explicitly ask about pension fund benefits during job interviews, with men, older people and people with high purchasing power bringing this up more frequently than women, younger people and people in a low purchasing power bracket. "When negotiating salaries with a potential employer, it is advisable to consider not only the salary, but also the pension fund contributions and benefits. These are virtually part of the total financial compensation and have a significant influence on the amount of the future retirement pension," says Daniela Bräm, pension fund specialist at AXA Switzerland.

Considerable differences depending on the pension fund solution

While some companies only contribute the legally required 50 percent of retirement assets, others voluntarily pay a higher contribution. This relieves employees financially and increases the retirement assets they can save over the course of their working lives.

Some employers also offer their employees the option of choosing from several savings plan options with the pension fund. In this way, insured persons can decide for themselves whether to pay in the minimum or voluntarily more for their 2nd pillar.

In addition to the mandatory part, some pension funds also offer savings options in the supplementary part, which also makes a significant difference to future retirement benefits. A maximum of around 86,000 Swiss francs of the annual salary is insured in the mandatory part - the remainder falls into the extra-mandatory part if the pension fund offers this.

Deal with retirement planning at an early stage

Particularly for part-time employees, it is also relevant how high the coordination deduction of the pension fund is. The law stipulates that around CHF 25,000 of the salary is insured via the 1st pillar. Therefore, this amount is deducted from the gross annual salary as a coordination deduction in the 2nd pillar, which disproportionately reduces the insured salary with the pension fund, especially for lower salaries and part-time positions, and leads to pension gaps. However, employers or the relevant pension fund commission can voluntarily set a lower coordination deduction or take part-time work into account accordingly, which noticeably increases the insured salary and enables significantly more retirement assets to be saved.

As a conclusion of the study, the authors appeal to young professionals to always inquire about employers' PF benefits when looking for a job. "Depending on how much you work, how much you earn and your overall personal situation, there are various aspects to consider. In any case, it's worth looking into retirement planning even at a young age," summarizes Daniela Bräm.

Source: AXA

The construction of renewable energy systems itself requires a lot of energy: The production of solar panels and batteries is resource-intensive and causes CO2 emissions on a considerable scale. This means that in order to make the transition to a climate-friendly society, it is first necessary to invest a lot of predominantly fossil energy - and to do so as quickly as possible. Because the bottom line is that this will result in fewer climate gases entering the environment overall.

Energy storage systems play an important role in energy transition scenarios - from batteries to pumped storage power plants to synthetic fuels from renewable sources. If they are built and operated in addition to the solar infrastructure on roofs and facades, the energy demand for the transition increases. Scenarios developed by researchers in Empa's Technology and Society department now show that the more storage facilities that are built, the longer the system transformation will take and the higher the total greenhouse gas emissions will be - depending, of course, on the technologies used and on technological progress.

Calculate chances of success

One example: If we wanted to maintain our current energy use habits, about 60 percent of the world's solar energy output would need to be stored - and the bottom-line storage would need to be large enough to supply the world's entire energy needs for about three weeks. Even under extremely optimistic assumptions, this scenario would exceed the 1.5 degree target with at least a 50 percent probability.

However, the need for storage can be significantly reduced by technical measures. For example, the electrification of building heating systems and intelligent appliance controls make it possible in many cases to flexibilize the demand pattern without having to change energy behavior. Such a scenario could already roughly halve the storage requirement.

For the 1.5 degree target, this would mean: In the best case, there is only a 14 percent chance that it will be exceeded - namely, if efficient pumped-storage power plants with high efficiency are used for energy storage. If, on the other hand, a lot of energy were stored in synthetic fuels at today's technical level with low efficiency, the target would hardly be achievable. By comparison, an energy industry that requires hardly any storage could reduce the probability of exceeding 1.5 degrees to 3 percent.

The sunflower as a model

Study "Sunflower society

With the SVEB industry monitor, the Swiss Association for Continuing Education SVEB has established a systematic observation of the continuing education industry. After the first implementation in 2021, the monitor was further developed. This year, too, the online survey was sent out between April and May 2022. The results of the SVEB industry monitor refer to the data of 210 continuing education institutions.

SVEB Industry Monitor: Slight optimism despite uncertainty

Accordingly, half of the more than 200 respondents assess the development of their own economic situation for 2022 as positive. Nevertheless, many providers continue to face economic uncertainty. The situation regarding the Corona measures, for example, continues to play a central role after two pandemic years.

Further, participating organizations describe uncertainty in participant recruitment. As a result, some providers cite customer reticence as a major challenge. Nevertheless, almost 60% of the surveyed continuing education providers assess the development of demand as positive.

Digitization now also as an organizational and business model

The Corona pandemic brought a surge of digitization to the continuing education industry. Digitization continues to be a topic in the various offering formats. For example, many providers are currently addressing the meaningful use of digital learning. At the same time, digitization is also evident at the organizational level.

Source and further information