Deutsche Bank

Human Resources
Report 2016

Balancing professional and personal commitments

The bank helps its employees balance commitments both inside and outside of work. Staff are offered a range of options providing them with the flexibility they require. Working from home, working part-time and job-sharing opportunities are all generally within scope, subject to specific role requirements based on regulatory or client needs.

Deutsche Bank also supports working parents, for example by offering more than 380 childcare spaces near workplaces in major global hubs and providing more than 5,800 emergency care days for children every year (in Germany, the UK and the U.S.), which are utilized by employees and their families.

In countries including India, Singapore, Japan and the UK, the bank offers programs such as “Managing Careers through Maternity Transitions” to support pregnant employees, their partners and managers in dealing with the transition from and back to the workplace as well as with other specific challenges.

In addition, HR provides workshops and other advisory services for staff returning from parental leave in various locations. In Germany, more than 90% of female employees return to work after parental leave, and an increasing number of male employees are making use of paternity leave.

The bank also provides support to employees taking care of dependent family members through part-time job schemes, temporary unpaid leave or advice on organizing care offered by dedicated providers.

In Germany, Deutsche Bank has been certified as a family-friendly company by the Hertie Foundation since 2007.

Part-time employment

In headcount

2016

2015

2014

2013

2012

Part-time employees

14,106

14,486

14,213

14,220

13,843

In % of total staff

12.9%

13.1%

13.2%

13.2%

12.8%

Part-time employment by region

 

Americas

Asia-Pacific

EMEA

Germany

UK

In headcount, 2016

 

 

 

 

 

Part-time employees

42

51

1,165

12,446

402

In % of total

0.4%

0.2%

7.5%

23.8%

4.2%

In headcount, 2015

 

 

 

 

 

Part-time employees

46

48

1,145

12,876

371

In % of total

0.4%

0.2%

7.4%

24.0%

4.0%

In headcount, 2014

 

 

 

 

 

Part-time employees

38

46

1,188

12,597

344

In % of total

0.4%

0.2%

7.8%

23.6%

3.9%

Return to work after parental leave

In headcount, Germany

2016

2015

2014

2013

2012

Excluding Postbank

Female

547

560

575

589

578

Male

421

453

427

324

280


Employee-led innovation

As part of Deutsche Bank’s innovation management and ideas program (“db idee”), employees in Germany may submit ideas for improving the bank, such as enhancing business processes or cutting costs. The program seeks to promote innovation by harnessing employees’ creative power. If an idea is chosen for implementation, the respective employee may receive a financial award based on the estimated or actual value of the innovation’s economic benefit.

Suggestions for improvement

Germany

2016

2015

2014

2013

2012

Excluding primarily Postbank, DB Investment Services, Sal. Oppenheim and BHF (sold in 2014)

1

Estimated benefit in the 1st year; basis: reflects premium of the business year

Number of provided suggestions for improvement

2,456

2,566

2,392

2,245

2,205

Savings due to realized suggestions for improvement (in € thousand)1

487.8

109.2

205.2

208.0

879.8