Deutsche Bank

Human Resources
Report 2017

Work-life balance

Deutsche Bank offers a range of benefits to help its employees manage professional and personal commitments to achieve a healthy work-life balance. In various regions, a progressive and family-friendly parental leave framework has been established. At the beginning of 2017, a consistent approach to parental leave was implemented in the Asia-Pacific region. It no longer differentiates between a male and a female parent, but instead it is gender-neutral and takes into account the roles of primary and secondary caregiver. A minimum duration of parental leave has been assigned to each of these roles. In the UK, continued pay during parental leave was harmonized for male and female employees, ensuring a consistent and gender-neutral approach.

Return to work after parental leave

In headcount, Germany

2017

2016

2015

2014

2013

Excluding Postbank

Female

550

547

560

575

589

Male

473

421

453

427

324

The bank also assists employees returning from parental leave, for instance in finding suitable childcare. Overall, Deutsche Bank provides more than 380 childcare spaces near workplaces in major global hubs and more than 5,800 emergency care days for children every year (in Germany, the UK and the US), which are utilized by employees and their families. In Germany, working parents can also make use of free-of-charge advice and placement services (e.g. emergency care, au pairs, daycare, nannies, domestic aid) offered by a countrywide cooperation partner. In India, Deutsche Bank entered into partnerships with well-known childcare facilities as of July 1, 2017, also contributing to employees’ childcare costs.

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.

To accommodate employees’ needs and offer flexibility, 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. In addition, Deutsche Bank offers a variety of paid and unpaid leave to allow employees to manage special unforeseen events, e.g. sickness of children, bereavement of immediate family member.

Part-time employment

in headcount

2017

2016

2015

2014

2013

Part-time employees

13,766

14,106

14,486

14,213

14,220

in % of total staff

13.0%

12.9%

13.1%

13.2%

13.2%

Part-time employment by region

 

Americas

Asia-Pacific

Europe*

Germany

UK

*

Excluding Germany, UK, Middle East and Africa

In headcount, 2017

 

 

 

 

 

Part-time employees

38

43

1,156

12,107

422

In % of total

0.4%

0.2%

7.7%

24.4%

4.5%

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%

Using a personal flextime account, db zeitinvest, employees in Germany are able to save up overtime to take leave or reduce their work hours for a period of up to one year. More than 6,000 employees use db zeitinvest.

Deutsche Bank recognizes an increased need among its employees to take care of dependent family members, while honoring their professional commitments. In Japan, the bank covers 50% of the cost of up to 200 hours of care for dependent parents via external providers effective January 1, 2017. A nationwide partner in Germany provides comprehensive advice and placement of regular and emergency services to employees taking care of close family members. Employees wishing to care for their relatives themselves may reduce work hours or go on leave for up to two years, which is longer than stipulated by law in Germany.

To remain competitive, annual leave allowances have been adjusted in several locations. In the UK, annual leave increased from 25 days to 30 days, effective April 2018. For DBOI India, annual leave was adjusted to match the level of the bank’s other entities in India (from 21 to 25 days), effective January 1, 2018.

In Germany, Deutsche Bank has been continuously certified as a family-friendly company by the Hertie Foundation since 2007. In 2017, our HR team in China won the “Outstanding Case of the Best Benefit Innovation” award organized by Mercer for implementing Deutsche Bank’s HR guidelines and core values with local market characteristics.