Deutsche Bank
Non-Financial Report 2017

Deutsche Bank

Non-Financial Report 2017

Diversity & Inclusion

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Diversity & Inclusion

Diversity is crucial for the success of any global organization, and it represents a key priority and integral part of our People Agenda. We aim to attract, develop and retain the best people from all cultures, countries, ethnicities, genders, sexual orientations, abilities, beliefs, backgrounds, and experiences. Managers at all levels are trained on these principles and supported by HR to build diverse teams, where employees respect one other, develop their full potential, and collaborate to achieve sustainable outcomes.

In 2017, we continued to promote the diversity of our workforce and to create wider awareness for diversity and an inclusive work environment. We made good progress, not only on gender equal opportunities, but also in cultural and generational diversity, and equal opportunities for LGBTI (Lesbian, Gay, Bisexual, Transgender, Trans- and Intersexual) employees. These are key pillars of our Diversity & Inclusion agenda.

Gender Diversity

We continued to advance women in the workplace throughout 2017 (excl. Postbank). The percentage of women on the Supervisory Board stood at 35% at the end of the year, above the statutory requirement of 30% for listed and co-determined German companies under gender quota legislation introduced in 2015.

The Supervisory Board’s target for the Management Board was set in 2015 of at least one female member by June 30, 2017. This target has been met with the appointments of two female executives to the Management Board. As of year-end 2017, 18.0% of positions at the first management level below the Management Board of Deutsche Bank were held by female executives (2016: 15.7%). At the second level below the Management Board, this percentage stood at 19.6% (2016: 19.5%). The bank had set ambitious targets for 2017 of 17% and 21%, respectively, in accordance with legal requirements in Germany.In 2011, we signed a voluntary declaration to substantially raise the proportion of female managers globally by the end of 2018. As of year-end 2017, the percentage of female Managing Directors and Directors stood at 21.9% (December 31, 2016: 21.3%), a 15% increase since 2011. The share of female officers was 33.2% at the end of 2017 (2016: 32.8%).

As one of only two DAX companies, we have been listed in the Bloomberg Financial Services Gender-Equality Index (BFGEI) since it began in 2016. It recognizes firms with strong commitments to gender equality and provides investors and organizations with standardized aggregate data on gender, HR policies, and gender-conscious product offerings, as well as community support and engagement.

Postbank has set itself the objective of increasing the percentage of women in executive positions. For this purpose, it started a comprehensive diversity management program in 2012 and differentiated its targets further in 2015. At the end of 2017, 35% of the Supervisory Board members of Postbank AG were women (2016: 35%). On the Management Board, this figure stood at 17%, excluding the general representative (2016: 17%). The share of women among executive managers at the Postbank Group again rose one percentage point to 19% in 2017.

LGBTI

Deutsche Bank actively supports lesbian, gay, bisexual, transgender, trans- and intersexual (LGBTI) causes. As one of the first companies, the bank is dedicated to the application of the UN Code of Conduct tackling discrimination of LGBTI people. In Germany, we also explicitly expressed our support of the law giving same-sex marriages the same rights as heterosexual couples, thus officially recognizing same-sex marriage.

During the year, Deutsche Bank completed “Powering Progress”, an innovative competition for first-year and sophomore college students in the US to demonstrate their passion for social change by designing a project to help non-profit LGBTI community organizations grow.

Every year, Deutsche Bank supports a number of external initiatives and events, a number of them led by or involving the bank’s dedicated employee resource group for LGBTI employees and their allies, dbPride. In May 2017, employees around the globe were joined by the entire Management Board in acknowledgment of International Day Against Homo-, Trans-, and Biphobia (IDAHOT). They marked the occasion with team photos published on a pin board on the intranet. Throughout the year, the bank participated in events at various locations, such as panel discussions in India, Singapore, and London on topics relevant to the LGBTI community. Once again, colleagues, clients, friends, and families participated in Christopher Street Day (CSD) events in various cities world-wide, such as Cologne, Berlin, New York, Dublin, and Manila.

Honoring its commitment, Deutsche Bank has been awarded a perfect score of 100 points in the annual Human Rights Campaign’s Corporate Equality Index for the 15th year in a row.

Furthermore, the Financial Times and OUTStanding, a professional network for LGBTI executives, celebrated four employees in their 2017 Leading LGBTI and Ally Executives lists, which are now in their fifth year and recognize executives who promote LGBTI inclusion within and outside their workplace.

By signing the Charta der Vielfalt (diversity charter) in 2006, Postbank committed itself to creating an open-minded working atmosphere where all employees, with their differences and commonalities, are welcomed and respected. Discrimination on the basis of gender, nationality, ethnic origin, religion, sexual orientation, age, and disability is not tolerated.

Colleagues with Disabilities

As an integral part of our commitment to inclusion, we strive to enable the full participation of people with disabilities. A number of measures are in place to ensure this and also to foster social participation, self-determination, and inclusion in the workplace. In addition to adapting workstations and devices for any special requirements, we also pay particular attention to accessibility of building entrances, elevators, restrooms, and parking. People with severe disabilities may be eligible for flexible or reduced working hours and exemptions from overtime, as well as six days’ special leave each year.

In Germany, the proportion of employees with a disability had increased to 5.7% as of year-end 2017 (2017: 5.6%). These individuals are supported by the representative body for disabled employees and HR, while dbEnable is our dedicated resource group, focusing on disability and integration in the workplace. Through its successful and longstanding cooperation with the Association of Sheltered Workgroups (Genossenschaft der Werkstätten [GDW]) in Germany, the bank also ensures a number of external jobs for people with disabilities. Through the GDW, Deutsche Bank assignments are coordinated and carried out in a number of dedicated workshops. The assignments range from digitization, printing and copying, file destruction and disposal of waste equipment to stamp production and plant care.

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