Deutsche Bank

Human Resources
Report 2017

Progress in gender equality

Deutsche Bank continued its efforts to advance women in the workplace throughout 2017. The percentage of women on the Supervisory Board stood at 35% at the end of the year (2016: 35%), above the statutory requirement of 30% for listed and co-determined German companies under gender quota legislation introduced in 2015.

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 exceeded with the appointments of Chief Regulatory Officer Sylvie Matherat and Chief Operating Officer Kimberly Hammonds to the Management Board in 2015 and 2016, respectively.

Implementing German gender quota legislation at Deutsche Bank AG

In % unless mentioned otherwise

December 31,
2017 status

June 30,
2017 status

December 31,
2016 status

June 30,
2017 target

December 31,
2020 target

June 30,
2022 target

*

Legal requirement

**

At an overall size of eight to 12 members, this corresponds to two women on the Management Board.

Women on the Supervisory Board

35%

35%

35%

30%*

30%*

Women on the Management Board

16.7% (2)

2

2

at least 1

20%**

First level below the Management Board

18.0%

20.6%

15.7%

17%

20%

Second level below the Management Board

19.6%

19.6%

19.5%

21%

25%

As of year-end 2017, 18.0% of positions at the first management level below the Management Board of Deutsche Bank were held by female executives (2016: 15.7%). At the second level below the Management Board, this percentage stood at 19.6% (2016: 19.5%). The bank had set itself targets for June 30, 2017 of 17% and 21%, respectively, in accordance with legal requirements in Germany. Since target setting in September 2015, some of the general conditions have changed. Among other things, this is due to the bank’s ongoing restructuring and an overall 17% decrease in the population of employees at the second level below the Management Board. Hence, relatively small absolute changes result in comparatively high relative variations. However, we adhered to our initial target and the increase of women in senior leadership positions remains an area of focus.

In 2011, Deutsche Bank signed a voluntary declaration to substantially raise the proportion of all female managers globally by the end of 2018. As of year-end 2017, the percentage of female Managing Directors and Directors stood at 21.9% (2016: 21.3%). Since 2011, the number of women at this level has increased by 14.8%. The share of female officers was 33.3% (2016: 32.8%).

Female staff

Based upon global corporate titles, in FTE

2017

2016

2015

2014

2013

Excluding legal entities outside of Deutsche Bank's corporate title system, primarily Postbank and BHF (sold in 2014). Officers comprise all employees with corporate titles, including: Managing Directors, Directors, Vice Presidents, Assistant Vice Presidents and Associates. DB Investment Services integrated into the corporate title system in 2016 and Sal. Oppenheim integrated in 2015.

Female Managing Directors and Directors

1,929

1,923

1,921

1,789

1,724

Share in %

21.9%

21.3%

20.5%

19.4%

18.7%

Female officers

16,845

16,486

15,918

14,415

13,777

Share in %

33.3%

32.8%

32.5%

31.7%

31.1%

Female non-officers

16,510

17,426

18,244

18,294

18,664

Share in %

55.8%

55.6%

55.5%

55.4%

55.8%

Total female staff

33,355

33,912

34,162

32,709

32,441

Share in %

41.6%

41.5%

41.7%

41.7%

41.7%

Postbank also seeks to increase the percentage of women in executive positions. For this purpose, it started a comprehensive diversity management programme in 2012 and differentiated its targets further in 2015. At the end of 2017, 35% of the Supervisory Board members of Postbank AG were women (previous year: 35%). On the Management Board, this figure stood at 17% (previous year: 17%), excluding the general representative. The share of women among executive managers at the Postbank Group again rose one percentage point to 19% in 2017.

In 2017, Deutsche Bank was included in the Bloomberg Financial Services Gender-Equality Index (BFGEI). The benchmark recognizes firms that have made strong commitments to gender equality. It provides investors and organizations with standardized aggregate data across company gender statistics, employee policies, gender-conscious product offerings as well as external community support and engagement. At the index's inception in May 2016, the bank was one of only two DAX30 companies to have been included.