credit-suisse Performance Indicators/Ratings 2002

SUSTAINABILITY REPORTING CREDIT SUISSE GROUP 2004 | INDICATORS AND KEY FIGURES

CREDIT SUISSE GROUP
SUSTAINABILITY REPORTING 2004
INDICATORS AND KEY FIGURES

CONTENTS

1. SPI-Finance: Social Performance Indicators 2
1.1. Corporate Social Responsibility Management 2
1.2. Internal Social Performance 7
1.3. Performance to Society 10
1.4. Suppliers 11
1.5. Retail Banking (incl. Corporate Banking) 11
1.6. Asset Management 12
1.7. Insurance 12

2. EPI-Finance: Performance Indicators for Environmental Management 13
2.1. Environmental Management Indicators 13
2.2. Product Ecology Indicators 13

3. VfU Operational Ecology Performance Indicators 14
3.1. Switzerland 14
3.2. International Banking Locations 15

4. Funds and Rating Agencies which hold or recommend
Credit Suisse Group shares 16

5. Memberships and Commitments 17

6. Equator Principles 17

1


1. SPI-FINANCE: SOCIAL PERFORMANCE INDICATORS 2004

1.1. Corporate Social Responsibility Management

1.1.1. Corporate Social Responsibility Policy – Credit Suisse Group’s Code of Conduct
One of Credit Suisse Group's strengths is the competence and diverse skills of its staff. In view of the Group's global diversity, it is
essential for its corporate culture to be based on common denominators and shared values. At Credit Suisse Group, integrity,
responsibility, fairness, confidentiality and professionalism therefore form the basis for strong relationships among employees
themselves and between employees and clients as well as numerous other stakeholders, including the general public. In view of this,
a Group-wide internal Code of Conduct, which is available in 20 different languages, was introduced in 1999. On January 1, 2004,
an updated version of the Code of Conduct came into effect, which further explicates the existing principles and takes account of the
new requirements arising from the Sarbanes-Oxley Act of 2002 and the New York Stock Exchange’s revised Corporate Governance
Rules.
The Code of Conduct focuses on six ethical and six performance-related principles and thus forms a shared system of values that all
employees are expected to adhere to. The basic values set out in the Code of Conduct also form the basis for conduct towards
employees, clients, investors, society and the environment. They are expressed in concrete terms in the guidelines and directives
issued by Credit Suisse Group’s business units.
.

Six Core Ethical Values
INTEGRITY – We realize that our global franchise is based on our core ethical values and our long-standing reputation for integrity,
trust, confidentiality, fairness and professionalism. We respect the interests of our stakeholders (clients, shareholders, employees,
service providers, government authorities, financial regulators, competitors media) and of society as a whole.

RESPONSIBILITY – We honor our commitments and take personal responsibility for our actions. We promise only what we can
deliver. We do not mislead our stakeholders.

FAIRNESS – We believe in courteous and respectful treatment of our stakeholders. We support equal opportunities and a work
environment free from discrimination and harassment of any sort.

COMPLIANCE – We acknowledge the importance of all relevant laws, regulations, policies and standards, both internal and external,
and comply with them. We are committed to exemplary management discipline and a first-class control and compliance environment.

TRANSPARENCY – We seek constructive, transparent and open dialog with our stakeholders based on fairness, respect and
professionalism.

CONFIDENTIALITY – We treat confidential information as such and do not disclose non-public information concerning the Credit
Suisse Group companies, their clients or their employees, unless required by law.

Six Core Performance Values
SERVICE – We are committed to providing superior service to our clients. We believe that knowing our clients and offering them
value by combining good judgment, in-depth knowledge and prompt and courteous service leads to success.

EXCELLENCE – We are committed to excellence through continuous improvement of our management practices and know-how.
We view mistakes as a chance to improve.

TEAMWORK – We believe in achieving more for our stakeholders by working together to draw upon our individual and collective
strengths and abilities worldwide and across business lines.

COMMITMENT – We recognize individual contribution to our current and future success and reward it objectively, taking into account
the personal contribution to targets, governance and teamwork. Every employee contributes her or his best to reach our common
goals by maintaining focus and intensity of effort.

2


RISK CULTURE – We base our business operations on conscious, disciplined and intelligent risk taking. We believe in independent
risk management, compliance and audit processes with proper management accountability for the interests and concerns of our
stakeholders.

PROFITABILITY – We are committed to sustained profitability, which enables us to carry out our strategies, make long-term
investments, fairly compensate our staff and achieve an attractive return for our shareholders. Our core ethical values, however,
come before profits.

1.1.2. Corporate Social Responsibility / Sustainability Organization
At Group level, a Sustainability Committee was created in 2004 in order to oversee the Group's sustainability strategy and to
coordinate the corresponding activities throughout the company. The implementation of individual sustainability measures is carried
out by employees and management at various levels of the organization. While Credit Suisse Group’s Environmental Management
System is controlled centrally for the whole Group, the management of issues relating to employees and clients is decentralized. As
national legislation and practices – as well as the specific business focus and the respective general conditions – need to be taken
into account, responsibility for employee and client issues is borne by the individual business units. Likewise, the scope and the
precise focus of Credit Suisse Group’s social commitments are geared towards the markets in which it operates.
Employees: The human resources (HR) departments of the Corporate Center and all business segments are responsible for issues
relating to the Group’s HR policy. Dedicated units such as Diversity Management or the specialists in charge of health and safety in
the workplace are responsible for specific issues and offer employees a comprehensive program covering the corresponding areas.
The representation of employee interests vis-à-vis management is the responsibility of the Staff Council in Switzerland and the
European Works Council at a pan-European level.
Clients: Professional conduct and the provision of rapid and superior service to clients is first and foremost the responsibility of each
individual employee. The managers responsible for individual business areas and products, as well as the respective market regions,
ensure that the company’s high standards are met. Specialist quality management units identify where there is a need or opportunity
to improve the company’s product and service quality, and help employees to deal with client complaints.
Investors / analysts: The Investor Relations unit provides investors and analysts with a comprehensive picture of Credit Suisse
Group’s strategy and business development. Tools such as the company’s Quarterly Reports, road shows, analyst conferences and
seminars for investors underpin its efforts to inform the market rapidly, transparently and in accordance with applicable regulations,
thus enabling the company to be assessed as accurately as possible.
Society: Planning and support units such as Legal & Compliance use training and monitoring to ensure that employees comply with
legal and regulatory provisions, as well as with internal standards and regulations. The regular exchange of information with
supervisory bodies and regulators also contributes to this. The “External Affairs and Public Policy”, “Economic & Policy Consulting”
and “Public Affairs” departments monitor political, economic and social developments and enter into dialog with the relevant
stakeholders. Various foundations such as Credit Suisse Group’s Jubilee Foundation and the Credit Suisse First Boston Foundation
support charitable humanitarian, social and cultural organizations and institutions.
Environment: Credit Suisse Group operates an Environmental Management System based on its environmental policy and the
international commitments it has made. The system is certified under ISO 14001 and managed centrally for the whole Group.
Risk management: Credit Suisse Group has a comprehensive approach to risk management, which also takes account of social
and environmental risks. Monitoring is carried out at various levels. Detailed information about Credit Suisse Group’s risk
management function can be found on the Risk Management web page.

3


The chart below illustrates the interplay between the various elements Credit Suisse Group uses to pursue a sustainable business
policy, as well as showing the stakeholder groups with which it maintains a dialog:

1.1.3. Management of Sensitive Issues
Credit Suisse Group endeavors to approach sensitive issues in an active manner and to bring about a solution – in cooperation with
industry representatives or other stakeholders. Credit Suisse Group reports on such issues in its publications.

The Swiss Banks and the Second World War
Ever since the debate began about the conduct of the Swiss banks during and after the Second World War, Credit Suisse Group
has been committed to making amends both morally and financially. The review of the banking issues involved was brought to a
close with the publication of the Volcker Committee's final report. The report came to the conclusion that the banks carried out their
business activities with great professional diligence. There was no evidence of systematic discrimination against victims of Nazi
persecution, nor of systematic concealment of assets or withholding of assets from their rightful owners. However, the report did
document some extremely regrettable cases of human error and insensitivity. The dormant accounts discovered as part of the
Volcker Committee’s research are an element in the comprehensive settlement reached by Credit Suisse Group, UBS, the plaintiffs
and the Jewish organizations in the 1998 class action brought in the USA. (Credit Suisse Group Annual Report 1999/2000, p. 37)

4


China’s Three Gorges Project
The Three Gorges dam project, the largest of its kind in the world, is intended to supply a significant proportion of China’s power
needs. The potential environmental implications - the reduction in biodiversity, the extinction of endangered species and the impact
on China’s climate – and the necessary resettlement of more than 2.5 million people have made this a controversial project. CSG
has been criticized by NGOs and the media for its role in funding the project. As early as 1996, however, CSG declined to provide
direct financing for the scheme and took the policy decision only to play a subordinate role in any related transactions. While we did
not provide direct financing for the Three Gorges project for environmental reasons, our purely strategic interest in infrastructure
bonds enables us to play a key role in China as an important market for the future through bond issues for infrastructure projects in
other areas (agriculture, telecommunications, road-building, etc.). In this way, we can also make a contribution to China’s economic
development. (Environmental Report 1999/2000, Long version, p. 51)

Chad-Cameroon Oil and Gas Pipeline
This project proposes to construct an oil and gas pipeline from Chad to the coast of Cameroon. In places, the pipeline will cross
precious rainforests and savannah. It will also negatively impact the traditional homeland of some of the region’s indigenous peoples.
The project has been the subject of an extremely comprehensive environmental and social compatibility study in accordance with
World Bank guidelines, which came to the conclusion that - provided certain conditions are met - the environmental impact of the
construction and operation of the pipeline will fall within acceptable boundaries, particularly given the positive impact on the region’s
economic development.
CSFB’s role in this project has not been to provide financing, but to advise the governments of Chad and Cameroon on project
management. But even this less direct involvement required an in-depth assessment of the potential environmental risks associated
with it. Since the environmental and social impact assessment came to the conclusion that the project is acceptable our involvement
in this transaction is in line with our global environmental policy. (Environmental Report 1999/2000, Long version, p. 51)

Money laundering and terrorist financing
As financial intermediaries, providers of banking and insurance services also play a central role in the national economy. They provide
the infrastructure for payment operations and stock exchange transactions, offer capital for investment, and assist in the creation
and preservation of wealth, as well as insuring against damage to people and property.
Credit Suisse Group can only fulfill these roles if it meets the highest standards of credibility and trust. It thus has to prevent its
services from being abused while still respecting the privacy of its clients. Switzerland’s legislation on the prevention of money
laundering and terrorist funding is among the most advanced in the world. The principles it lays down are applied by all of Credit
Suisse Group’s business units around the world. As a member of the Wolfsberg Group, Credit Suisse Group has also committed
itself to the international fight against money laundering and terrorist funding by the financial services industry (Wolfsberg Principles).
(Credit Suisse Group Sustainability Report 2003, p.11)

Human Rights
The issue of business and human rights has become an important topic in the public debate surrounding the issues of
internationalization and globalization. Credit Suisse Group is committed to fulfilling its responsibilities with regard to human rights, as
asserted in the UN Global Compact. The Group firmly believes that business activity helps improve living standards for all people, as
long as negative effects can be recognized, corrected or mitigated. (Credit Suisse Group Annual Report 2003, p. 28)

5


1.1.4. Participation: Stakeholder Dialog
(see also the chart on page 4, and the Credit Suisse Group Sustainability Report 2003: In dialog with society, p.13.)

Stakeholder Involvement

Economic Issues Environmental Issues Social Issues

P P
P Project teams Project teams
Employees Project teams
P P
P Hearings/adv board Hearings/adv board
Hearings/adv board
P P
P Regular information Regular information
Regular information
* * *
No involvement No involvement No involvement

Examples: Information communicated to employees through employee magazines or via the Internet and Intranet; discussions and
exchanges between employees and members of senior management during employee events, and an involvement in campaigns and
projects.


* *
* Project teams Project teams
Customers Project teams
* *
Hearings/adv board
P P
Regular information
* * *

Examples: Information communicated through client magazines, organization of client events, client surveys, complaints
management (quality management) and personal contact.


* *
* Project teams Project teams
Shareholders Project teams
P P
Hearings/adv board
P P
Regular information
* * *

Examples: Information for shareholders communicated through company publications (annual reports, quarterly reports, etc.),
shareholder and financial analyst presentations (investor relations), discussions with shareholder groups, responses to shareholder
group enquiries and the publication of information on the Internet.


P *
P Project teams Project teams
Suppliers Project teams
P P
Hearings/adv board
P P
Regular information
* * *

Examples: Regular discussions with suppliers and service providers, the establishment of long-term relationships, cooperation and
the definition of targets in conjunction with the Group's certification under ISO 14 001, information and exchanges about ecological
and social issues, as well as topics relating to labor law (see also 1.4. below).

6


1.2. Internal Social Performance

1.2.1. Internal Corporate Social Responsibility Policy
Highly-qualified, well-trained and dedicated staff are essential for the success of a financial services provider such as Credit Suisse
Group.
Credit Suisse Group provides competitive and progressive working conditions for its 60,000 employees, targeted training and
development programs and competitive market-driven compensation. Furthermore, it is committed to maintaining a working
environment in which employees are treated - and treat one another - with consideration, dignity and respect. The employment
guidelines and regulations are based, among other things, on the Code of Conduct and are adapted to the specific business units
and cultures, while remaining in line with the regulations and applicable laws of the respective countries. The following aspects of
Corporate Social Responsibility are assigned priority:

P EQUAL EMPLOYMENT. Credit Suisse Group wants to provide all of its employees with equal opportunities and to prohibit
discriminatory practices relating to race, color, age, gender, religion, nationality, sexual orientation, marital status,
disabilities or any other characteristic protected by applicable law. This also applies to training and development as well as
the promotion of a healthy work/life balance (see Code of Conduct, quot;Fairness“).
P FREEDOM OF ASSOCIATION. Credit Suisse Group grants its employees freedom of association and the right to
collective bargaining and to cooperate with employee representatives.
P DEVELOPMENT. Credit Suisse Group provides support for professional training and employee development (see Code of
Conduct, “Excellence”).
P WORKING HOURS. At Credit Suisse Group, flexible working models such as part-time work, job-sharing, non-traditional
schedules or working from home are used wherever feasible from an operational perspective. In addition, the businesses
offer special paid “time – off” programs such as parental leave and sabbaticals.
P REDUNDANCY. If restructuring and redundancies are unavoidable, Credit Suisse Group tries to implement these in a
responsible, fair and consistent manner, taking individual circumstances into consideration.
P COMMUNICATION. Credit Suisse Group cannot resolve issues that are not brought to its attention and therefore
encourages its employees to communicate openly and frankly about matters which are of concern to them. Concerns and
complaints that are brought to the attention of the company will be handled appropriately through local, confidential
communication, grievance or dispute resolution processes.
P HEALTH & SAFETY. Credit Suisse Group is committed to doing all that is reasonably practicable, as well as all that may
be required by applicable law, to protect the health of employees and ensure their safety while they are at work. To
promote employee health and well-being, Credit Suisse Group provides attractive offerings relating to exercise, nutrition
and relaxation.

1.2.2. Staff Turnover and Job Creation

Staff 31.12.2004 31.12.2003 Change compared
(on a full-time basis) to 2003 in %
19,558
Switzerland Banking 19,301 +1
6,147
Insurance 6,426 -4
21,606
Outside Switzerland Banking 20310 +6
13,221
Insurance 14,440 -8

Total CSG staff 60,532 60,477 0

7


1.2.3. Employee Satisfaction
Employees surveys are carried out in varying intervals at business unit level or in smaller organizational units. These interviews,
surveys and processes are designed to highlight new developments and employee concerns as well as areas where action is
required. In general, CSG is viewed as a positive place to work.

1.2.4. Senior Management Remuneration
Information on compensation to and equity holdings of members of the Board of Directors and the most senior executive body can
be found in Credit Suisse Group’s Annual Report 2004 in footnote 33 to the Consolidated Financial Statements (cf. Credit Suisse
Group Annual Report 2004, page 176ff).

1.2.5. Bonuses Fostering Sustainable Success
Credit Suisse Group is committed to employing a compensation philosophy that rewards excellence, encourages personal
contribution and professional growth, and aligns the employees’ values with the Group’s core ethical and performance values and
thus motivates the creation of shareholder value. Long-term corporate success depends upon the strength of human capital, and
Credit Suisse Group’s goal is therefore to be the employer of choice in all the markets and business segments in which it operates.
As such, Credit Suisse Group’s compensation programs are designed to:
P support a merit-based, performance-oriented culture that allows high performers to achieve superior recognition;
P attract a suitably qualified, diverse work force by offering market-competitive compensation practices throughout the
respective business units, divisions and business lines; and
P motivate employees to create sustainable value.

Credit Suisse Group’s four core compensation principles are:
Performance based
The Group’s programs are designed to create a high performance culture. The specific measures of success that apply and the
forms of compensation that are granted vary by business unit, geographic market and employee job function and level. Most
employees, however, have their pay linked to a combination of Group, business unit, division, department and individual
performance.
Value oriented
There is a strong link between compensation programs and company values. The design and administration of the compensation
programs are guided and supported by the Credit Suisse Group Code of Conduct, the respective business unit’s core values and the
Group’s commitment to diversity. Individual performance evaluations measure results and the extent to which each employee upholds
these values.

8


Market driven
Compensation levels must be competitive with those of peers in each of the markets in which Credit Suisse Group competes. The
Group’s programs are structured to compete both in design and in total compensation relative to the benchmarks of competitive
practices and performance. Appropriate pay positioning at all levels and for all components of compensation including base salary,
variable cash compensation, equity awards and other deferred programs, is assessed and reviewed regularly.
Shareholder aligned
Compensation should reflect not only short-term business performance but also growth over the long term. The Group’s long-term
incentive compensation programs are designed to encourage the creation of shareholder value by linking annual pay to the Group
financial results and by providing a competitively balanced pay mix between cash and equity.

The individual employee’s performance is assessed against objectives and accomplishments using a number of methods such as
employee reviews, a 360° evaluation process a 'management-by-objectives' process, as well as by looking at qualitative measures
such as the employee’s participation in activities which promote Credit Suisse Group’s vision and strategy or his or her compliance
with the values stipulated in the Group’s Code of Conduct.

1.2.6 Equal Opportunity: Female – Male Salary Ratio
Credit Suisse Group is committed to providing a working environment that offers equal opportunities and is free of discrimination
relating to race, color, age gender, religion, national origin, sexual orientation, marital status, disabilities or any other characteristic
protected by applicable law. This applies to hiring, promotion, transfer, compensation, termination and all other terms and conditions
of employment.
Credit Suisse Group monitors the key indicators related to female – male salary ratios and reports the respective figures to the
responsible government agencies where applicable. Credit Suisse Group's performance complies with applicable law and practices.

1.2.7. Equal Opportunity: Employee Profile
There is a global focus on diversity initiatives to help Credit Suisse Group's business units attract and retain the talent needed for
future success. These initiatives include recruitment initiatives to attract women in management positions, campus recruitment
programs / sponsorship to attract diversity candidates, women’s leadership committees in the US and the UK, and diversity
programs in Switzerland.
Credit Suisse Group monitors the key indicators related to the issue of equal opportunities and reports the respective data to the
responsible government agencies in compliance with applicable local law or practice.
At the end of 2004, the percentage of women in middle management positions at Credit Suisse in Switzerland1 amounted to 24%,
whereas the percentage of women in senior management positions was 11.4%.

1
The figures refer to all employees of Credit Suisse Group without Winterthur (Corporate Center, Credit Suisse, Credit Suisse First Boston, Credit
Suisse Asset Management) with a Swiss work contract. Because of changes in the data pool the figures cannot be compared to those of previous
Sustainability Reports.

9


1.3. Contribution to Society

1.3.1. Charitable Contributions
All Credit Suisse Group institutions contribute to innovative charitable projects via both financial donations and the personal efforts of
their employees. These commitments demonstrate the company’s awareness that a business relies on the existence of a stable
environment for itself and its employees, meaning that it has a responsibility to contribute towards improving the lot of disadvantaged
people and to encourage a rich cultural life. (See also the section quot;Our Broader Responsibilitiesquot; / quot;Charityquot; on the Credit Suisse
Group Internet)

Here are some examples of the Group's diverse range of activities in 2004:

− Credit Suisse Group's Donations department provides support for various charitable, cultural and educational organizations. In
2004, its donations included financial aid for an SOS Children's Village in Nicaragua and a poster campaign by the Swiss helpline
'Die Dargebotene Hand'. It also provided support for a project by the development aid organization Swisscontact, aimed at
offering training and advice for local savings and credit cooperatives in Ecuador.
− The Jubilee Foundation promotes promising young talent in the field of classical music through the Credit Suisse Group Young
Artist Award. It also encourages young musicians in its role as the main partner to the Swiss Young Musicians' Competition. In
addition, the Jubilee Foundation makes donations to cultural institutions such as the Rietberg Museum in Zurich and provides
support for facilities and projects for people with disabilities such as informational programs for the deaf on the Internet or the
digitization of talking books for the blind.
− In 2004, the CSFB Foundation continued to support the successful Robin Hood Foundation library initiative in New York City -
with 25 libraries for public elementary schools, following the 31 libraries that have already been built. In Asia, the Foundation also
continued to provide support for the construction, renovation and equipping of educational facilities in less developed regions. In
London, CSFB continued to support education and youth initiatives, and employees raised more funds than ever before for the
2004 charity of the year - a children's hospice. In addition, CSFB employees once again took part in non-commercial activities as
part of various programs to help the communities where they work and live.
− The Winterthur Foundation for Accident and Loss Prevention worked together with the Swiss Federal Office for Sport and the
University of Basel to launch a wide-reaching campaign to promote exercise and better health, entitled 'An active childhood - a
healthy life'. The foundation 'Generationen-Dialog' of Winterthur Insurance held 400 events, bringing together 10,000 people of
all ages to promote integration and contact between young and old.

As in the past, Credit Suisse Group provided financial aid in response to events in 2004. Following the tragic tsunami disaster in
South-East Asia, for example, the Group supported immediate relief efforts to help the Asian countries affected. It also made funds
available to support the long-term reconstruction work. Credit Suisse Group employees also donated money in support of the relief
efforts.

1.3.2. Company’s Annual Value Added
See Credit Suisse Group Annual Report 2004:´”Consolidated financial statements” and “Notes to the consolidated financial
statements”, page 110ff.

10


1.4. Suppliers

1.4.1. Screening of Major Suppliers – Ecological and Social Aspects
As well as asking for proof of a progressive approach to environmental issues, Credit Suisse Group requires its service providers and
suppliers to adhere to social and labor law guidelines when they tender for various products and services. Service providers and
suppliers inform Credit Suisse Group about their ecological performance and their compliance with social standards using an
informative but easily manageable questionnaire.
The environmental and social/labor law guidelines draw on the principles set out in the environmental standard ISO 14001, the
social standard SA 8000 and the UN Global Compact. Among other things, they call for compliance with environmental legislation,
the safe handling of dangerous substances and good practice with regard to child labor, remuneration that is usual in a line of trade,
and trade union freedom.

1.5. Retail Banking (incl. Corporate Banking)

1.5.1. Retail Banking, Policy for Consumer Credit
Extracts from the mission statement relating to consumer credit:
P We achieve our profits through the excellent work of our employees and through market-oriented products and optimal
structures, not through inflated interest rates.
P We are aware of our social responsibility when approving credit. [...] It is part of our due diligence to avoid over-
indebtedness on the part of clients.
P We practice a socially responsible collection procedure. We lend a hand to clients with payment difficulties in order to find
an amicable solution.
P We demand an entrepreneurial and socially responsible philosophy and approach from our staff.

1.5.2. Extract from the Credit Risk Policy
P Credit Suisse only approves credit following an analysis of the client’s creditworthiness and solvency. The credit analysis is
forward looking and incorporates possible scenarios in the assessment. Observance of this principle and the associated
credit guidelines must always be given priority over the fulfillment of volume targets or other goals. Furthermore, each
credit application has to be legally, ethically and ecologically justifiable.
P No business is conducted with undesirable borrowers. In particular, they include borrowers:
who breach laws or ethical principles;
-
with whom staff have had bad experiences in the past;
-
whose conduct with regard to the disclosure of information makes it difficult or impossible to assess
-
their creditworthiness and solvency;
who could be described as “enigmatic” (untrustworthy or obscure) characters.
-
P Credit Suisse does not engage in name lending. This means that credit cannot be granted solely on the basis of a
borrower’s “good” name or because staff have enjoyed a good relationship with the borrower in the past.

11


1.5.3. Corporate Banking Lending Profile

See Credit Suisse Group Annual Report 2004, Credit Risk for the Banking Businesses, page 96ff

1.6. Asset Management

Assets under Green Management / Assets under Management with High Social Benefit

Investment business Notes
Credit Suisse Group assets under management CHF 1,221 billion as of December 31, 2004
Assets under green management / assets with high CHF 556 million CS Global Sustainability Fund,
social benefit CS Fellowship Fund, etc.

1.7. Insurance

Responsible Quality, Process and Complaint Management

The Winterthur Group's Market Unit Switzerland has a comprehensive process management system for all of its business processes.
In addition, processes in the Non-Life business are certified according to ISO 9001. The system ensures that:
Key processes are documented, implemented and adapted in line with client wishes.
§
Processes are optimized on an ongoing basis due, amongst other things, to a groundbreaking new idea management system.
§
Clients' concerns and requests are systematically recorded, responded to and - where necessary - implemented and evaluated
§
by means of a computer-aided complaints management system.

12


2. EPI-FINANCE: ENVIRONMENTAL MANAGEMENT PERFORMANCE
INDICATORS 2004

2.1. Environmental Management Indicators

Credit Suisse Group headcount 60,532
(as of December 31, 2004)
Environmental specialists (in full-time posts) 17
Staff trained in environmental issues 1,089
Training time (in hours) 1,985

2.2. Product Ecology Indicators

Corporate credit business Notes

Credit subject to basic environmental screening 100 % All credit facilities are screened for
environmental risk

Investment business Notes
Credit Suisse Group assets under management CHF 1,221 billion (as of December 31, 2004)
Assets under green management / assets with high CHF 556 million CS Global Sustainability Fund, CS Fellowship
social benefit Fund, etc.

13


3. VFU OPERATIONAL ECOLOGY PERFORMANCE INDICATORS 20041

3.1. Switzerland2

% employees covered in
Employees covered 2)
Corresponding GRI Indicators

Extrapolated figures 20045)

Changes relative to 2003 6)
system

Absolute figures 2004 3)
1)
Indicators

Relative figures 2004
Data quality4)
25'233 100%

1) Total premises energy consumption in MJ
(EN 3) 981'656'453 3 1'231'548'614 48'807 2%
(MJ per employee)

1a) Electricity consumed in premises in MJ (MJ per empl.) 20'113 80% 604'515'776 3 758'402'356 30'056

electricity from hydroelectric power stations 362'709'466 455'041'414
electricity from photovoltaic power stations 1'116'000 1'400'091
electricity generated by nuclear power stations 120'903'155 151'680'471
electricity from average market mix 119'787'155 150'280'380
1b) Fossil fuels consumed in premises in MJ
20'113 80% 319'230'536 2 400'494'413 15'872
(MJ per empl.)
natural gas 209'245'010 262'510'781
heating oil 109'985'526 137'983'631
1c) Other energy consumed in premises im MJ (district
20'113 80% 57'910'140 2 72'651'845 2'879
heating) (MJ per empl.)
2) Total business travel in km (air travel) 7)
EN 34 25'233 100% 54'357'010 2 54'357'010 2'154 28%
(km per empl.)

3) Total paper consumption in tons (kg per empl.) (EN1) 25'233 100% 4'802 2 4'802 190 -4%

3a) post-consumer recycled 60 60
3b) new fibres ECF + TCF 4'742 4'742
3c) FSC-labelled paper (%) 19% 19%

4) Total water consumption in m3 (drinking water)
EN 5 20'113 80% 581'538 3 729'575 28'914 -4%
(Liter per empl.)

5) Total waste in tons (kg per empl.) EN 11 20'113 80% 5'595 3 7'019 278 -5%

5a) valuable materials separated and recycled 3'416 4'285
5b) waste incinerated 2'034 2'552
5c) waste disposed of in landfills 0 0
5d) hazardous waste 146 183

_
6) Direct and indirect energy in MJ (MJ per empl.) 25'233 100% not summable

6a) Direct energy use EN 3 1'231'548'614 48'807
6b) Indirect energy use EN 4 2'016'079'031 79'899
6c) Other indirect energy use EN 19 452'369'466 17'928
7) Direct and indirect GHG emissions of 6) in tons
25'233 100% 75'177 2'979 -7%
(kg per empl.)
7a) GHG emissions of direct energy use (6a) 24'458 969
EN 8
7b) GHG emissions of indirect energy use (6b) 25'794 1'022
7c) GHG emissions of other indirect energy use (6c) EN 30 24'925 988

1
VfU indicators set out an internationally established standard for the comparison and benchmarking of the performance of banks, savings banks and
insurance companies with regard to operational ecology. (Status of data indicated: July 5th 2005)
2
For footnotes and comments see page 15

14


3.2. International Banking Sites

% employees covered in
2)
Employees covered
Corresponding GRI Indicators

5)

6)
Extrapolated figures 2004

Changes relative to 2003
system

3)
Indicators 1)

Absolute figures 2004

Relative figures 2004
4)
Data quality
21'595 100%

1) Total internal energy consumption in MJ 8)
933'945'066 1'206'669'949 55'877 -12%
(EN 3) 3
(MJ per employee)
1a) Electricity consumed internally in MJ (MJ per empl.) from
16'759 78% 898'868'488 3 1'158'222'212 53'634
average market mix
1b) Fossil fuels consumed internally in MJ (MJ per empl.) 15'635 72% 25'122'629 2 34'699'351 1'607
natural gas 25'018'628 34'555'706
heating oil 104'000 143'645
1c) Other energy consumed internally im MJ (district heating)
15'635 72% 9'953'950 2 13'748'386 637
(MJ per empl.)

7)
2) Total business travel in km (air travel) (km per empl.) EN 34 21'595 100% 459'685'954 3 459'685'954 21'287 1%

9)
3) Total paper consumption in tons (kg per empl.) 2'899 3'806 176 -36%
(EN1) 16'446 76% 2

3a) post-consumer recycled 155 204
3b) new fibres ECF+TCF + 3c) new fibres chlorine bleached 2'743 3'602
4) Total water consumption in m3 (drinking water) 10)
778'205 1'101'832 51'023 9%
EN 5 15'252 71% 2
(Liter per empl.)

11)
5) Total waste in tons (kg per empl.) 6'913 10'953 507 -19%
EN 11 13'629 63% 1

5a) valuable materials separated and recycled 2'364 3'746
5b) waste incinerated 0 0
5c) waste disposed of in landfills 4'504 7'137
5d) hazardous waste 44 70

6) Direct and indirect energy in MJ (MJ per empl.) not summable
21'595 100%

6a) Direct energy use EN 3 1'206'669'949 55'877
6b) Indirect energy use EN 4 3'479'977'442 161'147
6c) Other indirect energy use EN 19 1'714'130'453 79'376
7) Direct and indirect GHG emissions of 6) in tons
21'595 100% 290'733 13'463 -1%
(kg per empl.)
7a) GHG emissions of direct energy use (6a) 1'949 90
EN 8
7b) GHG emissions of indirect energy use (6b) 163'595 7'576
7c) GHG emissions of other indirect energy use (6c) EN 30 125'189 5'797

1) Indicators are reported according to „VfU Indicators 2005 Report“. CSG was a participant in the project (see www.epifinance.com -> VfU
Indicators 2005). 2) Data as Full Time Equivalent (FTE). Change compared to 2003: Reduction of 0.05% for the system Switzerland and increase
of 6.3% for international banking sites. 3) The absolut figures refer to the corresponding FTEs and are not extrapolated to a 100% system. 4) Data
quality: 0: data not reported; 1: data based on rough estimate; 2: data based on calculation / detailed estimate; 3: data based on exact measurement
by, e.g. bill or meter. 5) The extrapolated figures are extrapolated to a 100% system. 6) This column shows the changes of the relative data in
comparison to previous year 2003. 7) Increase of air travel due to increased business activities. 8) Substantial decrease of energy consumption at
CSFB New York. 9) Decrease in paper consumption for international banking sites due to incorrect data from last year. 10) Increase in water
consumption due to better and broader data collection. 11) Decrease in amount of waste due to incorrect data from last year.

15


4. FUNDS AND RATING AGENCIES
WHICH HOLD OR RECOMMEND CSG SHARES

Rating agencies/advisors (Credit Suisse Group ranking where known):

P Centre Info (CH): Corporate Sustainability Score 72.9 (Industry minimum 23.3 / maximum 74.9)
P Sustainability-Stocks Switzerland (Sarasin)
P Core Ratings: Corporate Responsibility Rating B+ (Ratingscale: A+; A; B+; B; C+; C; D)

Sustainability Stock Indexes:
P Dow Jones STOXX Sustainability Indexes (USA/CH)
P Dow Jones Sustainability World Index (USA/CH)
P FTSE4Good Indexes (UK)

Socially responsible investment vehicles
(A selection of funds that hold CSG shares)
P Raiffeisen Futura Swiss Stock
P Aviva Funds European Socially Responsible Equity Fund (LU)
P Calvert World Values International Equity Fund (USA)
P Ethical Balanced Fund (CA)
P Ethos – Swiss Investment Foundation for Sustainable Development
P Pictet Sustainable Equities – Switzerland
P Storebrand Env. Value Fund (NO)
P SEB Invest ÖkoLux (LU)
P UBS Eco Performance Funds

Over 50 Licenses for Dow Jones Sustainability Index
(Total assets under management: approx. CHF 4.4 bn)
P Bâloise Insurance
P Deutsche Postbank
P Dexia Asset Management
P DWS
P West LB
P Merrill Lynch
P Nikko Asset Management
P Rabo Bank
P State Street Global Advisors
P Synchrony Asset Management

16


5. MEMBERSHIPS AND COMMITMENTS

Selected associations and specialist groups/committees in which Credit Suisse Group is involved:
ASRIA – Asia Socially Responsible Investment Association
Business for Social Responsibility (BSR)
Catalyst and FSIX
Conference Board
Corporate Volunteers of New York
Council on Foundations (COF)
Diversity Best Practices
Financial Women’s Association
Involvement in energy initiatives (Energy Model Zurich and Switzerland interest groups)
New York Region of Grant makers
Philanthropy Roundtable
Points of Light Foundation
öbu (Swiss Association for Environmentally Conscious Management)
Sustainable Investment Platform
UN Global Compact
UNEP Finance Initiative
U.K. Energy Efficiency Accreditation Scheme
Women’s Bond Club

6. EQUATOR PRINCIPLES

The Equator Principles is a voluntary agreement reflecting the initiative of international financial services providers. The Principles
define a common approach – based on World Bank guidelines – for addressing environmental and social risks in project finance.
Projects are divided into different risk categories (A – C), and additional clarifications and action are initiated if required by the
degree of risk involved1.

Equator Principles transactions 2004:
Number Value
(mio USD)
Transactions approved 42 1,027
By category
Category A 0 –
Category B 8 617
Category C 34 410

1
see also: www.equator-principles.com

17
July 2005

credit-suisse Performance Indicators/Ratings 2002

Recommended

Recommended

More Related Content

Viewers also liked

Viewers also liked (8)

Similar to credit-suisse Performance Indicators/Ratings 2002

Similar to credit-suisse Performance Indicators/Ratings 2002 (20)

More from QuarterlyEarningsReports2

More from QuarterlyEarningsReports2 (20)

Recently uploaded

Recently uploaded (20)

credit-suisse Performance Indicators/Ratings 2002