What do we want to achieve?

We can only achieve our goals if we succeed in strengthening the bond between our employees and the bank and by promoting their professional development and satisfaction. Our objective is to make all of our employees ambassadors of a performance culture that defines sustainable growth based on responsible values as a priority. That is why teamwork and team building are of crucial significance for us, because innovative solutions for our clients can only be found by taking various different perspectives into account.

We go to great lengths to recruit the most talented young people for Deutsche Bank. At the same time, we make the best use of the experience and competencies of our older staff. In addition to fair remuneration and flexible working time schemes along with interesting vocational and supplementary training options, we also place great value on an equitable work-life balance, thus ensuring increasingly greater employee satisfaction.

How are we implementing that?

We want to give employees the peace of mind they need to be able to concentrate on their work. For example, we offer childcare close to the workplace and help for family members who require nursing care.

Methods for coping with stress and promoting mental strength are becoming more and more important. The physical and emotional well-being of employees is essential in a performance-oriented company so we attach great importance to the balance between work and personal life and have therefore expanded our medical services to include stress management.

Our employee satisfaction survey, which is conducted annually worldwide, gives us information about employees’ attitudes towards work. This allows us to rapidly identify the potential for improvement and devise solutions to arising issues.

Transformation towards a corporate culture of sustainability and integrity is a cornerstone of our corporate strategy 2015+. To that end, we have introduced a new approach to performance assessment, among other things. This approach scrutinizes whether the successes achieved are in line with our values.

What have we achieved?

In Germany, about 90 % of employees return to work after parental leave and an increasing number of male employees are now taking paternity leave. In 2014, we increased the number of childcare places worldwide near workplaces to 475, from 400 in 2013. In Germany, the UK and the US we provide more than 5,600 emergency care days for children every year.
Deutsche Bank continues to be certified as a family-friendly company by the Hertie Foundation.

Infographic: Security and flexibility

Our staff is constantly confronted with ever new challenges due to a demanding global working environment. But we know that a well-adjusted work-life balance increases their satisfaction.

For the full infographic click here

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New corporate values and cultural change

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.

Employee loyalty and development

Individual career development is the focus of our human resources work. We want to be an attractive employer and retain the best talents. Every year we ask our employees about their satisfaction level.

Health and work-life balance

We recognize the importance of an appropriate balance between work and personal life. Therefore, the aspect of stress management has taken on a central role within our healthcare efforts.

Labor rights

Within Deutsche Bank, we not only attach importance to protecting the rights of employees: we also support compliance with legal principles outside of our company.

Reputational risks: Improving processes and strengthening oversight

In addition to classic risks inherent to banking, we also keep an eye on risks that can undermine trust in the industry or in Deutsche Bank. Our program for managing reputational risks defines processes that help identify and mitigate relevant risks at an early stage.