Deutsche Bank

Human Resources
Report 2016

Visible progress in gender equality

Throughout 2016, Deutsche Bank continued its efforts to advance women in the workplace under new gender quota legislation introduced in Germany in 2015. The percentage of women on Deutsche Bank’s Supervisory Board stood at 35% at the end of 2016, above the new statutory requirement of 30% for listed and co-determined German companies.

Implementing German gender quota legislation at Deutsche Bank AG

In % unless mentioned otherwise

December 31, 2015 status

December 31, 2016 status

June 30,
2017 target

December 31, 2020 target

All figures apply to Deutsche Bank AG

*

Legal requirement is 30%

Women on the Supervisory Board

35%

35%

At least 30%*

At least 30%*

Women on the Management Board

1

2

At least 1

At least 1

Fist management level below the Management Board

17.9%

15.7%

17%

20%

Second level below the Management Board

15.3%

19.5%

21%

25%

The Supervisory Board’s target for the Management Board was set in 2015 as at least one female member by June 30, 2017. This target has been met with the appointments of Chief Regulatory Officer Sylvie Matherat and Chief Operating Officer Kimberly Hammonds to the Management Board in 2015 and 2016, respectively. As of year-end 2016, 15.7% of positions at the first management level below the Management Board of Deutsche Bank were held by female executives. At the second level below the Management Board, this percentage stood at 19.5%. The bank has set itself targets in accordance with legal requirements in Germany and is on track to reach its 2017 targets of 17% and 21%, respectively. As the underlying group of senior managers on those levels is relatively small, every appointment or change has a significant impact on percentages.

Increased ratio of women in management positions

In 2011, Deutsche Bank signed a voluntary declaration alongside other DAX-30 companies to substantially raise the proportion of female managers globally by the end of 2018. As of year-end 2016, the number of female Managing Directors and Directors has increased by 16% since 2011. In 2016, the percentage of women at this level stood at 21.3%, compared with 20.5% the previous year. The share of female officers was 32.8% (2015: 32.5%).

Female staff

Based upon global corporate titles, in FTE

2016

2015

2014

2013

2012

Excluding legal entities outside of Deutsche Bank's corporate title system, primarily Postbank and BHF (sold in 2014). DB Investment Services integrated in 2016, Sal. Oppenheim integrated in 2015

Female Managing Directors and Directors

1,923

1,921

1,789

1,724

1,702

Share in %

21.3%

20.5%

19.4%

18.7%

18.0%

Female officers

16,483

15,916

14,415

13,777

13,627

Share in %

32.8%

32.5%

31.7%

31.1%

30.8%

Female non-officers

17,429

18,247

18,294

18,664

18,845

Share in %

55.6%

55.5%

55.4%

55.8%

56.0%

Total female staff

33,912

34,162

32,709

32,441

32,472

Share in %

41.5%

41.7%

41.7%

41.7%

41.7%

In May 2016, Deutsche Bank was included in the inaugural Bloomberg Financial Services Gender-Equality Index (BFGEI), which recognizes firms that have made strong commitments to gender equality. The index also provides investors and organizations with standardized aggregate data across company gender statistics, employee policies, gender-conscious product offerings, as well as their external community support and engagement. The bank is one of only two DAX-30 companies to have been included in this global index.

Further underlining its commitment to gender equality, Deutsche Bank signed the UK Treasury’s Women in Finance Charter, which is designed to promote a more gender-balanced financial services industry in the UK.

When attracting talent from outside the bank, hiring divisions are intent on further improving gender balance. For instance, the bank is making progress in attracting women to technology jobs, and the share of women in global graduate programs increased further in 2016. However, the bank’s current focus on hiring for roles in control functions, where external talent pools are often narrow, contributed to a slight decrease in the percentage of female external hires.

External hires