• What we do to accelerate our talent

For employees who have been consistently demonstrating high performance and are recognized as future potential leaders, several talent acceleration programs have been designed to develop them both professionally and personally, to advance their careers, and to accelerate their readiness to take on bigger and broader roles in the future. All programs follow a global and cross-divisional approach, and participation is by nomination.

  • Vice President Talent Acceleration Program

    The bank-wide Vice President Talent Acceleration Program is development training that draws on the growth mindset concept to engage and empower participants to accelerate their own development.

    It provides insights into the participants’ own leadership style and how they want to be perceived, and includes formal leadership development, additional internal leader-led elements, and 1:1 and peer coaching opportunities.

    Vice President Talent Acceleration Program


    33.0% (151 participants overall) were promoted to Director as of November 2021 compared to 2.5% of benchmark1

    19.9% of the population have made internal role moves compared to 15.3% of benchmark

    1 Benchmark is the population eligible for the program based on the hard criteria, i.e. those that have been in Corporate Title for a minimum of two years


    The VP Talent Acceleration Program resumed in 2021 and concluded in December:
    291 participants completed the program (45% Female: 55% Male)

  • dbBOLD

    The Black Opportunity Leadership Development (dbBOLD) program was launched in September 2020 for Black Vice Presidents and Directors based in the US. This was followed by the UK launch in 2021.

    The program is an investment in the career planning and leadership development of our Black talent. With 185 Black Vice Presidents and Director participants throughout the 2020 -2022 cycle, this program, in partnership with the McKinsey Black Leadership Academy, offers virtual, expert-led sessions and small group discussions.

    These are complemented by opportunities to interact with senior leadership as well as a series of sessions on key leadership topics hosted by leaders across the bank and select external speakers. We will continue to monitor the career progression of our participants while evolving the program for future Black talent.

  • Director Talent Acceleration Program

    The bank-wide Director Talent Acceleration Program (DAP) was launched in 2017. It is delivered through a combination of formal training, internal leader-led sessions, and 1-on-1 and peer coaching elements. The DAP includes the Women Global Leaders (WGL) module, which enables the bank to continue its focus on senior female development, and support talent retention.

    Director Talent Acceleration Program


    35.0% (50 participants overall) were promoted to Managing Director as of November 2021 compared to 2.3% of benchmark1

    20.3% of the population have made internal role moves compared to 15.2% of benchmark

    1 Benchmark is the population eligible for the program based on the hard criteria, i.e. those that have been in Corporate Title for a minimum of two years


    The Director Talent Acceleration Program resumed in 2021 and is due to conclude February 2022:
    115 Participants are currently on the program (47% Female: 53% Male)

  • ATLAS and the Schneider-Lenné Cadre


    Accomplished Top Leaders Advancement Strategy (ATLAS), is a program for senior female Managing Directors, and was launched in 2009. Since then, the program has run six times and follows a structured development journey combined with individual development measures. It is aimed at increasing the number of women in senior leadership roles across the bank.

    Two ATLAS alumni have been appointed as Members of the Management Board in recent years.

    80% of the program participants hold positions that are between one and three levels below the Management Board.

    Schneider-Lenné Cadre

    ATLAS participants and alumni can enhance their networks and exposure through the newly created Schneider-Lenné Cadre, launched in 2020. The group is named after Ellen Schneider-Lenné, the first woman on Deutsche Bank’s Management Board who served from 1988 until 1996.

    The cadre unifies accomplished senior women across the bank who are: Senior Management Risk Takers, ATLAS alumni and the current 2021-22 ATLAS cohort.

    The vision of the Cadre is to:

    • Create a powerful community of female leaders who are visible and active role models in the bank
    • Equip our female role models with a platform and tools to drive culture change
    • Support the development and engagement of talent across the bank

    This community of accomplished women aims to:

    • Actively network with fellow members of this community
    • Create opportunities to enhance the culture and brand of the bank 
    • Invest in developing more junior talent across the bank
    • Role model inclusive behavior and a getting better at getting better mindset and be a collective voice for change
    • Support activities designed to help the bank achieve its gender diversity goals

Watch this short story of Sarah, a Director Talent Acceleration Program Alumni.

The Talent Acceleration Alumni network was launched in June 2020 – a virtual community for all past Talent Acceleration program participants. It provides a space for continued engagement with the bank’s top talent where they can share views, access resources, facilitate opportunities and exposure for their peers, and network as a community across programs and regions, not only with each other but also with senior management.

2021 saw the Acceleration programs run in a new virtual format following the impact of the COVID-19 pandemic. 2022 will see us use the lessons learned, with each of the programs re-designed to ensure that not only do the participants experience the same high-quality teaching, networking opportunities, and time to focus on their professional and personal development that the acceleration programs have always offered, but the content has evolved to make sure it remains at the ‘cutting edge’ of business thinking as the world pivots to a new normal.