What do we want to achieve?
A diverse workforce constitutes a very special resource. We want to make use of that potential and promote it because innovative solutions for our clients can only be devised by taking various perspectives into account. The smartest teams are the most diverse.
We want to cultivate a corporate culture based on mutual respect. The objective is for every employee to enjoy a prejudice-free working environment that values differences and rejects any and all forms of discrimination. One of our top-priorities is to increase the proportion of women in senior management positions.
How are we implementing that?
We support and promote an inclusive corporate culture that attaches a high priority to the diversity of staff and makes it possible for employees to utilize their talents to the max to the full and fully exploit their potential, irrespective of age, gender, religion, ethnic origin, sexual orientation or physical capabilities.
With locations in more than 70 countries and a workforce with 136 nationalities, working in heterogeneous teams is a matter of course for us. Our diversity councils work to ensure that all employees can develop their individual potential at the Bank. Diversity Strategy 2.0 is our new strategy, launched in 2013, which aims to create a more inclusive and diverse culture and organization, through concentrating on five key strategic elements.
We have task groups that focus their attention on identifying the advantages of generational differences for more efficient processes. In order to increase the number of women in management positions, we have signed a declaration, setting out clear targets, along with other DAX 30 companies. Our ATLAS program is a tool for encouraging and supporting female executives.
In September 2013, we rolled out a new e-learning module, “Great minds don’t think alike – The power of different perspectives,” to all employees globally. This module presents employees with the opportunity to challenge their own assumptions and outlines ways to make fact-based decisions.
What have we achieved?
We have already made steady progress, but we are well aware that further steps need to be taken.
Our aim is for women to occupy at least 25 percent of the senior management positions by 2018. In 2013, we reached the 18.7 percent mark and are devoted even more effort to the task. Our programs have proved to be effective in increasing the number of women in leadership positions, with more than 50% of the participants now in positions with new or greater responsibilities. Our ATLAS program won the Global category of the Opportunity Now Excellence in Practice Awards for the fourth time in 2012.
In 2014, we were given a full 100 percent in the Corporate Equality Index of the Human Rights Campaign for the seventh time.
Since the launch of our “Women on Boards” initiative in July 2011, we have increased the proportion of female membership on our Supervisory Boards by 76% and on the Regional Advisory Boards by 1.6%.
Infographic: Diversity - a valuable resource
Our objective is for every employee to enjoy a prejudice-free working environment that values differences and rejects discrimination.
Why are diverse teams more successful?