Employees


As of December 31, 2011 we employed a total of 100,996 staff members as compared to 102,062 as of December 31, 2010. We calculate our employee figures on a full-time equivalent basis, meaning we include proportionate numbers of part-time employees.

The following table shows our numbers of full-time equivalent employees as of December 31, 2011, 2010 and 2009.

Employees1

Dec 31, 2011

Dec 31, 2010

Dec 31, 2009

1

Full-time equivalent employees; Deutsche Postbank aligned its FTE definition to Deutsche Bank which reduced the Group number as of December 31, 2011 by 260 (prior periods not restated); in 2010, the employees of Kazakhstan previously shown in Asia/Pacific were assigned to Europe (outside Germany), Middle East and Africa; numbers for 2009 (6 employees) have been reclassified to reflect this. In 2011, 257 FTE of Sal Oppenheim Germany have been assigned directly to Austria, Luxembourg and Switzerland (Europe outside Germany).

2

Primarily the United States.

3

The nominal headcount of The Cosmopolitan of Las Vegas is 4,256 as of December 31, 2011 compared to 4,147 as of December 31, 2010. The headcount number is composed of full time and part time employees and is not part of the full time equivalent employees figures.

Germany

47,323

49,265

27,321

Europe (outside Germany), Middle East and Africa

24,187

23,806

22,031

Asia/Pacific

18,351

17,779

16,518

North America2,3

10,700

10,811

10,815

Central and South America

435

401

368

Total employees3

100,996

102,062

77,053

The number of our employees decreased in 2011 by 1,066 or 1.0 % due to the following factors:

  • The number of Corporate & Investment Bank Group Division staff decreased by 429 due to exceptionally tough markets particularly for Corporate Banking & Securities.
  • The number of PCAM staff declined by 1,743. This was primarily attributable to progress made in Private & Business Clients with the integration of Deutsche Postbank and the sale of noncore businesses in India.
  • In our Infrastructure operations, employee headcount at our service centers in India, the Philippines, the UK and the US continued to grow. Staff numbers at these service centers increased by about 1,255 in 2011. The overall headcount in the other Infrastructure areas remained virtually unchanged against end of 2010.

Post-Employment Benefit Plans

We sponsor a number of post-employment benefit plans on behalf of our employees, both defined contribution plans and defined benefit plans.

In our globally coordinated accounting process covering defined benefit plans with a defined benefit obligation exceeding € 2 million our global actuary reviews the valuations provided by locally appointed actuaries in each country.

By applying our global principles for determining the financial and demographic assumptions we ensure that the assumptions are unbiased and mutually compatible and that they follow the best estimate and ongoing plan principles.

For a further discussion on our employee benefit plans see Note 34 “Employee Benefits” to our consolidated financial statements.

A new culture of performance at Deutsche Bank

Deutsche Bank is committed to ensuring a high performance culture driving our business results. We are building and strengthening our culture based on a set of very clear principles:

  • everyone knows what is expected of them
  • we differentiate performance
  • and everyone knows where they stand

As set out in our Management Agenda we have refocused our senior managers on these principles and updated people processes and training support.

We expect this to be a long-term process involving the entire bank, however it can help us to reach an important milestone on the path to a new performance culture at Deutsche Bank.

Diversity: equal opportunities as the driver of success

In a globalized world, mixed teams have been shown to be more successful, as it is only by integrating different perspectives and experiences that client-oriented solutions can be delivered. Systematic diversity management is therefore of crucial importance in our personnel strategy. Orientation for this is provided by our Diversity Mission Statement, which is a part of Deutsche Bank’s operating policies and which all of our HR measures are designed to comply with.

Deutsche Bank’s global Diversity Mission Statement

We aim to foster an inclusive culture that values the diverse mix of our employees, utilizes their talents and helps them realize their full potential.

Global Priorities

  • Accountability and Leadership: Fully integrate diversity and inclusion into the mindset of all employees across the company;
  • Gender: Increase female mobility and senior representation at all levels at Deutsche Bank;
  • Generational: Create an environment where all generations feel they can progress, succeed, innovative and create value/profit for the company (as defined by them).

Declaration of the DAX 30

Increasing the percentage of women in senior management positions is a strategic initiative to drive business success. Deutsche Bank along with the other DAX 30 companies in Germany signed the “Dax 30” self commitment. Under the voluntary commitment, Deutsche Bank Group plans to increase the worldwide proportion of its female senior executives at the Managing Director and Director levels to 25 % by the end of 2018 and the proportion of female officers (with the titles Managing Director, Director, Vice President, Assistant Vice President and Associate) to 35 % by the end of 2018, subject to applicable laws. Deutsche Bank met the 2011 senior executive target of 17 % and outperformed the officer target of 29.3 %, by reaching 29.7 %.

DB People Survey 2011: the results

In 2011, as in the previous year, 74 % of the bank’s staff – over 60,000 employees – took part in the Group-wide DB People Survey. For twelve years now, Deutsche Bank has been conducting regular employee surveys to assess employee commitment to the bank and opinions on other aspects of working at the bank such as corporate culture, leadership and strategy. The level of employee participation in the survey has risen since it was launched and remains at a high level, a clear sign that staff values this feedback tool.

Commitment Index
Commitment Index (line chart)

Note: In 2011 Deutsche Bank moved away from analyzing index scores towards analyzing % agreement scores.

The commitment index (72 %) shows that staff have consistently high levels of loyalty to the company. The bank tracks a variety of other measures in the surveys which show very positive levels for client focus and strategy in particular.

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Deutsche Bank Annual Report 2011

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