Dear Stakeholders
In October 2012, SWIFT decided to support the ten principles of the Global Compact with respect to human rights, labor standards, protection of environment and anti-corruption and to advance those principles within our company.
We are today happy to confirm our continued support for the Global Compact and renew our ongoing commitment to the initiative and its principles.
We are taking practical actions which are summarized in our Communication on Progress,
Sincerely yours,

Gottfried Leibbrandt
Chief Executive Officer
SWIFT

At SWIFT the principles of human rights are included in the code of conduct, which is formally acknowledged by all employees when they join SWIFT and again when changes to the code of conduct are made.
References to the human rights principles, respect for diversity, social responsibility etc. are made on the SWIFT public website.
We also have published a CSR Ethical and Environmental Obligations chart for suppliers, which includes the obligation for suppliers to respect human rights.

To ensure deep and continued awareness of the code of conduct (that includes the human rights policy statements) SWIFT has implemented a tool that tracks employee acknowledgement of the code of conduct in an auditable manner. Beyond that an awareness training tool is available for staff to consult before they acknowledge the code of conduct. For new staff it is mandatory to go through this training module before they can acknowledge the code of conduct.
Since such an exercise is performed every 2 to 3 years (depending on the amount of change), the code of conduct awareness is kept high. Also when such an exercise occurs there is communication around it top-down to stress the importance of awareness and application of the code of conduct.
The code of conduct includes a section on reporting and encourages all employees to report to management, HR and/or the Chief Auditor when they witness deviations from the code of conduct in any way.
In the largest location of SWIFT (Belgium) there is also a concept of trusted persons, which further facilitates the reporting of issues related to human rights.
Where applicable SWIFT has work councils in place and a health and safety committee with representatives from staff and management. Although broad in terms of topics and governance, these bodies can and will also discuss human rights related topics when they are relevant or come up.
The CSR Ethical and Environmental Obligations chart is attached to a selection of agreements signed by SWIFT and its suppliers.

The most recent employee engagement survey (in 2012) addressed several topics that are related to human rights type topics such as living by the values, respect for differences, respect by the manager, CSR etc. In all these areas SWIFT scored high on the positive answers when comparing with the benchmark available for such a survey. Such a survey also offers the opportunity for people to voice their opinion and provides valuable insights for actions in these areas.
No reports on human right violations have come through the several available reporting channels in 2012 and 2013

At SWIFT all employees can engage with social bodies as per local laws and regulations. Where applicable SWIFT management organizes and participates with such social bodies and engages in dialog and/or collective bargaining.
Labor rights related policies are available and visible / accessible to all employees in the areas of:
- Management principles, that have references to the treatment of and respect for all people.
- The equal opportunities policy that outlines key elements of ensuring equal treatment for all globally.
- The Open door policy, inviting any issues (including labor right, human rights) to be escalated and followed-up.
Through its CSR Ethical and Environmental Obligations Chart, SWIFT is requesting similar policies from its suppliers, including the recognition of the freedom of association, the prohibition of forced, bonded or compulsory labour, the abolition of child labour.

At SWIFT this is accomplished through the regular works council, Union representatives meetings and Health and safety committee meetings at its largest location (Belgium). Also in the Netherlands such a works council is in place and actively functioning. The other locations use other means referenced in above policies to ensure open communication and follow-up of reports filed (if any).

Also here the 2012 staff engagement survey provides good insight into the overall feeling of people at SWIFT on a variety of topics, including ones referring to human and labour rights.
No reports of violations of labour rights have been received through the different channels in 2012 and 2013.

Five years ago, we set a target to reduce our global carbon emissions by 60 percent between 2007 and 2012. We are delighted to have delivered on that commitment, and will continue to work towards a further 10 percent reduction (against our 2007 baseline) by 2015.

We are actively working to make our data centres increasingly more energy efficient. Our new operating centre in Switzerland is not only state of the art in terms of security and resilience, it is also a flagship construction in terms of energy efficiency. It features innovative use of outside air as a cooling mechanism, along with a modified computer room temperature which will ensure the facility operates at maximum efficiency and minimum CO2 emissions.
Our working from home/flex time policy introduced at the end of 2012 has enabled employees to reduce their commuting impact and has led to an increase in the energy efficiency of our office buildings. A greater impact is expected in 2013 and 2014 as take-up of these policies continues.
Through our commuting policy, we encourage our staff to select more environmentally friendly ways of commuting to work (electric bikes, greener cars, public transport).
Our commuting policy was rewarded with the Business Mobility Award from the Brussels region in May 2012.
We have also made further investment in telecommunication tools which help reduce the overall necessity for business travel. When travel is mandatory, we are offsetting the environmental impact through carbon certificates.
At our largest community event, Sibos which took place in Dubai in September 2013, we engaged with delegates to reduce the environmental impact of bringing together more than 6,000 people from around the world. We are off-setting emissions generated by SWIFT staff and invitees, and we offered delegates the chance to offset for their own travel emissions.
We are also requesting our suppliers, through the CSR Ethical and Environmental Obligations Chart, to actively improve the efficient use of finite resources (energy, water, raw materials) and to put in place measures to minimise the release of harmful emissions and the impact of products and services on the environment. We also request them to dispose of all waste materials properly and in an environmentally responsible manner.

In 2007, we set a challenging objective of reducing our Greenhouse Gas Emissions by 60% between 2007 and 2012. Every year since then, we are performing thorough measurements in compliance the GHG protocol (scope 1 and scope 2). For the first time in 2012, we have also performed measurements of our indirect Greenhouse Gas Emissions (scope 3). Looking ahead, we will also perform a water footprint and are looking at setting specific energy consumption objectives. We have also defined a GHG reduction objective towards 2015 and will monitor progress annually.

At SWIFT anti-corruption / bribery policy statements are included in the code of conduct, which is formally acknowledged by all employees when they join SWIFT and again when changes to the code of conduct are made.
The code of conduct refers to a specific anti-corruption and anti-bribery policy with details on expected behaviour and reporting.

As mentioned in earlier chapters, there is a method in place to re-acknowledge the code of conduct periodically by all SWIFT employees.
Anti-corruption and anti-bribery information sessions were held globally for employees in 2012.

No reports on corruption or bribery have been filed in 2012/2013 through the available channels.