Learning and development

The business world is changing – fast. That’s why we’re committed to helping our employees build skills to use now and nurture capabilities for the future.

Our ultimate goal is to enable employees to thrive in their environment and remain lifelong learners.

Around the world, our employees completed approximately 2.9 million learning activities last year.

Key development programs

All of our employee development programs are specifically designed to enhance and refine our employees’ skills and to equip them with the tools they need to meet our clients’ ever-evolving needs.

Take, for example, our approach to skills development at UBS. Key pillars include professional certification and sustainability investment.

Client advisors and other key client-facing staff go through our externally recognized professional certification program. Originally created as an internal program that combined the development of highly specialized functional know-how with practical application, this program is now available to the banking industry. Further, since 2015, we have maintained the leading position in updating learning objectives and have adapted the program’s body of knowledge to put greater emphasis on sustainable investing and AI literacy.

We nominate client advisors to achieve their initial certification within two years of starting their role, and recertification is required every three years. Benefits include:

a curriculum of practical and client-focused training that exceeds the external accreditation set by ISO 17024
client advisors meet the firm’s quality standards for knowledge and competence and are equipped to deliver the high client-experience standards set for their segment

By supporting externally recognized certification for all relevant role holders, we set clear standards for delivering on our client promise. Client-facing staff with relationship responsibilities consistently achieve above-average client success, with certified advisors generating up to 2x higher results across key financial impact measures, including Net Revenues, Net New Mortgages, and Net New Investments, Gross revenues compared with non-certified advisors.

Our sustainability investment initiative is an integral part of our approach to skills development. In collaboration with a leading US university, it provides professionals across the firm with the knowledge and tools they need to make sustainable investment decisions that may lead to higher risk-adjusted returns.

Additionally, in 2025, we continued to partner with a leading external provider to offer thousands of additional learning opportunities to all staff, including external staff. Covering a wide range of topics including artificial intelligence and digital literacy, these offerings promote lifelong learning and enable our employees to earn certificates from top universities and institutions.

Talent and mobility

Our approach supports development, retention and internal mobility. Central to this is UBS My Career, our talent hub launched in 2025, which connects employees with internal jobs, mentoring, rotations and learning opportunities, and facilitates targeted talent management. UBS My Career empowers employees to actively drive their careers by connecting them with opportunities aligned to their aspirations and skills. We consider it important for the success of both employees and the organization to bring together the right people and roles.

Initiatives such as LEAP and Grow your Career further contribute to a culture of cross-divisional and international mobility for early-career talent, mid-career professionals and senior leaders. LEAP (Learn, Evolve, Acquire, Provide)¹ is a dedicated nine-month, structured talent development initiative for early-career talent who demonstrate outstanding performance and potential, along with a readiness for career progression. It focuses particularly on building self-awareness, influencing, innovation and AI readiness, collaboration and networking skills. Similarly, our Grow your Career internal mobility initiative enables all employees to navigate career pathways across the firm via a self-service platform that highlights opportunities and encourages employee ownership. Both initiatives include a mix of in-person and virtual elements and are offered across the firm. Together, they contribute to a culture of respect and collaboration and help ensure that we have strong talent pipelines at all levels.

1 Eligible population: EE & AO corporate title (rank) in strategic delivery locations. Most key talents in these ranks and locations joined LEAP in 2025

Benefits and impact

Foster a culture of cross-divisional and internal mobility, leveraging a broad talent slate from across the firm for open roles.
Promote teamwork, knowledge sharing, cross-functional / cross-departmental collaboration and inclusion.
Provide awareness and opportunities to foster career development via our 3Es (education, exposure and experience) and mentoring.
2025 internal hiring rates: 59.4% of all roles were filled by internal candidates
Over 68.1% of LEAP participants used mentoring.
Sustainability investment initiative participants show higher average performance ratings than nonparticipants.
LEAP participants show higher average performance ratings.
LEAP participants were promoted approximately 2x more since the beginning of the program compared to the control group.
LEAP participants decided to leave the company 2x less after the program compared to the control group.

Overall, we provide employees the visibility and opportunities to build successful and thriving careers here. Mentorship and sponsorship, embedded in (and supplemental to) talent development programs help ensure employees have a wide range of development opportunities. Through a mix of online and in-person training, self-directed learning and coaching, we further support our employees’ career journeys and aspirations. Further, we foster network-building and collaboration through cross-divisional workshops and access to a broad range of employee networks.

Our impact in facts and figures

Our impact in facts and figures
Item	Indicator	2025
L1 - Learning	UBS Group learning activities in million	2.9
	% of eligible population (incl. external staff) through external provider	100%
	% of eligible population participating in certification	97.5%
	% of eligible population selected to participate in LEAP¹	4.7%
L2 – Mobility & Mentoring	Percentage of roles filled by internal candidates (internal mobility)	59.4%
	LEAP participants with an active mentoring relationship	68.1%
L3 - Behavior	LEAP self-assessment participation to increase personal effectiveness	91.8%
	Less attrition LEAP participants vs control group	2x
L4 - Output	LEAP satisfaction	4.47 out of 5
	Higher promotion LEAP participants vs control group	2x
L5 - Results	Investment in training in USD billion	0.1
	Higher results across key financial impact measures, including Net Revenues, Net New Mortgages, and Net New Investments, Gross revenues compared with non-certified advisors	up to 2x

UBS awards

We’re globally recognized as a top employer.

Learning for life

Our in-house UBS University helps our employees build skills to use now, along with new capabilities for the future. We offer industry-leading certification for client advisors and regulatory, business and line manager training alongside modules on culture, sustainable finance, artificial intelligence, data literacy, well-being and other topics.

Our innovative learning platform makes AI-powered training recommendations based on an employee’s needs and interests, and a new collaboration with a leading external provider now enables us to offer thousands of additional learning opportunities to all staff.

Altogether, our permanent employees completed approximately 2.9 million learning activities in 2025 (including mandatory training on compliance, business, and other topics) – an average of 22.9 training hours per employee.

UBS Careers

We invest in our employees’ development and help them grow their careers. We aim to create a culture of cross-divisional and international mobility for early-career talent, mid-career professionals and senior leaders.

Managers promote individual development and job mobility by having regular development-focused check-ins with their employees to drive growth. We launched the UBS My Career talent hub in 2025 to connect employees with internal jobs, mentoring, rotations and learning opportunities, and to facilitate targeted talent management. In 2025, almost 60% of all eligible roles were filled by internal candidates.

We take a systematic and meritocratic approach to talent management, including structured talent and succession reviews to help us identify versatile leaders, ensure business continuity and proactively manage employee development. We also offer Group-wide, divisional and function-specific talent development programs at all career stages.

UBS Career Comeback