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 promote equal participation of women and men as part of our culture of inclusion.
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 140 nationalities, working in heterogeneous teams is a matter of course for us. We aim to create a more inclusive and diverse culture by concentrating on five key strategic elements of our Diversity Stategy 2.0.
We have task groups that focus their attention on identifying the advantages of generational differences for more efficient processes. With a view to sustainable progress, establishing, maintaining and advancing a pipeline of female talent, we have signed a declaration, setting out clear targets, along with other DAX-30-companies. Our ATLAS- and Women Global Leaders Program are tools 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 generate better ideas and reach more balanced decisions.
What have we achieved?
Our aim is for women to occupy at least 25 percent of the senior management positions by 2018. Since 2010 the number of female Managing directors and Directors has risen from 16.2% to 19.4% and since 2014 two female executives were appointed to Deutsche Bank‘s Group Executive Committee. Our award-winning ATLAS-Program (Accomplished Top Leaders Advancement Strategy) and the Women Global Leaders-Program (WGL) have the goal of increasing the number of women in senior management positions. More than 50% of the participants are now in positions with new or greater responsibilities.
In 2014, we were given a full 100 percent in the Corporate Equality Index of the Human Rights Campaign for the seventh time.
Our „Woman on Boards“ initiative, launched in July 2011, aims to increase the proportion of female members on the supervisory boards of our operational subsidiaries in Germany as well as on the regional advisory boards.
We have already made steady progress, but we are well aware that further steps need to be taken.