Deutsche Bank

Human Resources
Report 2015

Global benefits for employees

Deutsche Bank provides its staff with a wide range of benefits to support their personal and professional development. Overall, the Bank offers around 900 benefit programs across the globe focused on physical, mental and financial wellbeing as well as a healthy work-life balance. This is a key factor in attracting and retaining skilled employees.

Sustainable retirement planning

Deutsche Bank considers it a global responsibility to contribute to its employees’ pension needs. In Germany, the Bank supports three areas of provision in addition to statutory retirement benefits: an employer-financed direct pension commitment (contribution plan); insurance which comprises an employer and an employee contribution; and the possibility of converting part of a salary into a company pension plan up to the amount permitted by law. Similar schemes exist for employees worldwide.

In 2015, the Bank again achieved its funding target of 90-100% for pension obligations, which is higher than the funding level reported by any other DAX 30 company in recent years.

Participation in staff share plan

Every year, around 20,000 staff from subsidiaries and branches all over the world participate in Deutsche Bank’s Global Share Purchase Plan (GSPP), which provides employees with the opportunity to purchase Deutsche Bank shares in monthly installments and participate in the Bank’s long-term performance. At the end of the annual purchase cycle, the Bank matches the acquired shares, up to a maximum of ten free shares. In 2015, the seventh cycle, 55% of employees in Germany were enrolled. At a monthly contribution of € 25 since the program’s inception, an overall return of 32.4%, including gross dividend, has been generated as of year-end 2015.

employees participate in the
Global Share Purchase Plan

Globally, more than 34% of employees were enrolled in all countries where the plan operates. Additionally, close to 4,000 employees in the UK take part in the Employee Share Ownership Plan (ESOP) or the Share Incentive Plan (SIP), with an overall participation rate of approximately 45%.

Health and wellbeing

The core long-term health offering includes preventive medical examinations, which are available in various countries including Germany, the UK, the U.S. and Spain. The examinations cover all relevant fields of prevention: internal medicine, mental health, fitness and nutrition. In 2015, more than 50% of eligible employees in Germany made use of this benefit. Reports show that the examinations contribute to improvements in fitness, blood pressure, nutrition habits and nicotine abstinence. Managers are also offered training programs and workshops on health-oriented leadership. The health rate of employees in Germany was stable at 94.9% in 2015.

Health rate

 

2015

2014

2013

2012

2011

Germany excluding primarily Postbank, DB Investment Services, Sal. Oppenheim (2011-2014) and BHF (sold in 2014)

In %

94.9%

94.9%

94.9%

95.2%

95.0%

Health rate: 100 − ((total sickness days × 100) / total regular working days)

In addition, the Employee Assistance Program (EAP) supports staff as they deal with issues in their personal or professional lives. In Germany, several hundred employees contacted the EAP in 2015. Confidential 24/7 support hotlines, staffed by psychologists or therapists, offer advice on family relationships, stress management and other problems. EAP, available in locations such as Germany, the UK, Russia and Hong Kong, may also serve as an important resource in external crises, such as natural disasters, epidemics or other threats to public safety.

Deutsche Bank provides an ongoing occupational health service and emergency services on business trips for employees globally, while conducting local initiatives on specific health topics. For example, 2015 saw a comprehensive heart-related prevention program in Germany comprising more than 100 presentations, activity events and workshops as well as health fairs and, in the UK, a series of speaker events covering sports injuries, mental health and diabetes.

Looking ahead, HR is working on a consistent global approach to developing health and wellbeing activities, setting minimum standards and establishing oversight to ensure the quality of the Bank’s offering to employees.