Diversity & Inclusion
At Deutsche Bank we are here to enable economic growth and societal progress through our positive impact. To do this, we build inclusive and diverse teams to drive business results.
We believe talent is found in all cultures, countries, races, ethnicities, genders, sexual orientations, disabilities, beliefs, generations, backgrounds and experiences. We pursue a working environment where everyone can be authentic and feel a sense of belonging.
Inclusion inspires us
Great ideas come from across our bank and we promote a speak-up culture where our people can be heard and turn ideas into impact. We want all individuals to feel welcomed, accepted, respected and supported. We expect our leaders to build inclusive teams of people with different skills, styles, and approaches to spark innovation. Our leaders strive to empower their teams to contribute their best work. We believe everyone deserves actionable feedback to help them achieve their career goals and succeed based on merit.
Diversity drives us
Building a diverse and inclusive organisation is a continual process. Every policy, practice and programme we put in place gets us closer to meeting our goals. Our most senior leaders are accountable for accelerating the pace of change, particularly with the advancement of women into senior positions. The increase in representation and advancement of under-represented minorities is also a key priority. Our long-standing advocacy on behalf of the LGBTQI community remains a source of pride and inspiration for us globally.
We offer a range of benefits and programmes to support our employees inside and outside of work. For example, our Accomplished Top Leaders Advancement Strategy (ATLAS) programme for women Managing Directors boasts a 100 percent success rate of alumni moving into new and more senior roles, including onto the Management Board.
Additionally, we offer flexible working arrangements and job-sharing opportunities. In a number of countries, we have established a gender-neutral and LGBTQI inclusive parental leave framework exceeding local requirements. We further support working parents by partnering with childcare centres near offices in our major hubs and contribute to the cost of childcare in some locations.
You can read more about our approach, initiatives and results in our latest Human Resources Annual Report.
We are proud to have a variety of voluntary, employee-led groups uniting colleagues from different backgrounds, experiences and business areas that inspire and embed inclusion in our daily interactions. Our Employee Resource Groups (ERGs) are driven by a common purpose: to create a better workplace – for everyone. ERGs host events, mentoring programmes, learning and development opportunities, topical discussions and community outreach. Depending on location, our ERG communities support women, LGBTQI (dbPride), people of colour, physical and mental wellbeing (dbEnable), caregivers, fathers, generations, and veterans (VOWS – Veterans on Wall Street®).
Meet our people
Five truths about diversity and inclusion
We know that by listening to our people, we can learn what needs to be done to make a real difference. We teamed up with The Muse to explore some important truths about diversity and inclusion in the workplace and consider what our collective role is in building an inclusive culture.
The D&I Insights
While we acknowledge there is still some way to go, we’re positive about our progress so far.