At Deutsche Bank, we see diversity as an integral part of our corporate culture and a commercial imperative. Our guiding principle is performance, irrespective of nationality, religion, race, sexual orientation, gender, age or ethnic origin. We are firmly convinced that in the long run, we will only remain competitive if we can rely on a broadly diversified workforce that cooperates closely across every kind of border. As an employer of people from 139 nations, it is essential for us to provide a bias-free, stimulating and inclusive working environment. To this end, we formed diversity councils at various locations worldwide under the leadership of top management during 2009. These councils are responsible for ensuring that the global diversity strategy based on Deutsche Bank’s strategic goals is implemented also at regional level.
In the year under review, we paid particular attention to the topic of women in management positions. We continued to promote and foster the women’s conferences and networks which have existed for many years. In 2009, the ATLAS program (“Accomplished Top Leaders Advancement Strategy”) was launched under the patronage of the Chairman of the Management Board, Josef Ackermann, to increase the proportion of women in senior management positions and to prepare potential female candidates for top positions at the bank.
Higher Employee Commitment Index *
Since 1999, Deutsche Bank has regularly commissioned an independent institute to carry out anonymous staff surveys, measuring employee satisfaction and commitment across the Group. In 2009 the commitment index reached a value of 77 (2008: 74), the highest in the history of the survey. This is a clear testimony to the high degree of identification with Deutsche Bank, despite the fact that due to the worst financial crisis in decades, global investment banks came under considerable public pressure in 2009.