Corporate culture and corporate values
The impact of the economic crisis has made a long-term change of corporate culture in the financial sector absolutely imperative and cultural change is needed. We understand the message: Responsibility has to be the focus of our actions. In 2013, we laid the foundation for long-term change with the release of our new values and beliefs.
Our progress on strengthening corporate culture
Since we launched our strategy, we have worked intensively on our corporate culture. We introduced the process of deep, longer-term cultural change and established our new corporate values.
Deutsche Bank announces details on the implementation of Strategy 2020
Results of the 2015 Deutsche Bank People Survey announced
Winners of the 2015 Living the Values Awards announced
15 teams were recognised for achieving business success through demonstrating the values and beliefs
The new Human Resources report is publishedThe new Human Resources report is published: It provides insight into the strategic HR priorities and greater transparency on key employee figures.
Publication of the first Human Resources report
The report provides transparency on key employee figures
Creation of an Integrity Committee
Our Supervisory Board intensified its oversight of ethics through the creationof an Integrity Committee.
Launch of our new corporate values
Presentation of our six new company's values and underlying beliefs. Management Board and GEC lead discussions with 11,000 employees in workshops and townhalls.
Commitment to ethical remuneration principles
Commitment to ethical principles in the remuneration of management. Position paper
Tightening of the control environmentThe Compliance department was strengthened by adding some 200 people in 2013 and with plans to hire a similar number in 2014.
Creation of the new corporate valuesManagement Board and GEC develop corporate values in cooperation with 250 senior managers worldwide.
Recommendations of the independent compensation review panel
Recommendations of the independent compensation review panel for future compensation structures and practices. Press release
Independent compensation review panel
Members of the independent compensation review panel announced. Chairman: Dr. Jürgen Hambrecht, former CEO of BASF. Compensation
Employee surveys52,000 employees took part in surveys relating to corporate culture.
Our corporate values and beliefs
|We live by the highest standards of integrity in everything we say and do||We drive value for shareholders by putting long-term success over short-term gain||We earn our clients’ trust by placing them at the core of our organization||We foster innovation by valuing intellectual curiosity in our people||We protect the firm’s resources by always thinking and acting like owners||We build diverse teams to generate better ideas and reach more balanced decisions|
|We will do what is right – not just what is allowed||We encourage entrepreneurial spirit which responsibly balances risks and returns||We deliver true value by understanding and serving our clients’ needs best||We enable our clients’ success by constantly seeking suitable solutions to their problems||We live by the rules and hold ourselves accountable to deliver on our promises – no excuses||We put the common goals of the firm before ‘silo’ loyalty by trusting, respecting and working with each other|
|We communicate openly; we invite, provide and respect challenging views||We pursue lasting performance by developing, nurturing and investing in the best talent, and by managing based on merit||We strive to pursue mutually beneficial client relationships in which the value created is shared fairly||We continuously improve our processes and platforms by embracing new and better ways of doing things||We achieve operational excellence by striving to ‘get it right the first time’||We act as responsible partners with all our stakeholders and regulators, and in serving the wider interests of society|
Our corporate values lie at the core of everything we do. They will guide our behaviour with clients, with each other, with our shareholders and with the communities we serve. They define the type of institution Deutsche Bank aspires to be.
Each of the values rests on a clear set of beliefs which set out how we seek to conduct ourselves as we live by our values. Our beliefs reflect our own history, the interests of our stakeholders, and the changing environment in which we operate.
By living these Values and Beliefs in daily interactions with our stakeholders, employees have a critical role to play in helping us to restore the trust lost during the financial crisis, which is also at the heart of our Strategy 2015+.
Establishing our Values and Beliefs
Throughout the year, we undertook an intensive process of internal consultation and collaboration to establish the Values and Beliefs that underline our cultural change. We conducted our most comprehensive dialogue exchange to date, engaging with employees and management immediately after our strategy review. We gathered feedback from more than 52,000 employees, representing over half of the bank’s global population. This feedback was used by senior management to identify the cultural themes that needed to be developed to support the delivery of Strategy 2015 +. These include: fully focusing on our clients, observing the highest levels of integrity across all our client relationships, maintaining operational discipline and collaborating more effectively across departments.
Our Group Executive Committee (GEC) took a strong lead in developing and interpreting our cultural themes as well as the Values and Beliefs. Extensive sessions were held with the bank’s top 250 leaders to ensure that these Values and Beliefs were fully endorsed by our most senior employees. Co-CEO-led Managing Director Culture Forums across key regional locations focused on the definition of good conduct from the perspective of our employees and society at large. The collective feedback received was acknowledged at the 2013 Senior Management Conference, during which the bank’s top 250 leaders endorsed the new Values and Beliefs.
“We ask our top-250 people to report personally to us on how each one of them has engaged with their teams.”