is our objective for the ratio of women at the Managing Director and Director levels by 2018
The diversity of Deutsche Bank’s workforce is a business imperative as it enables the bank to maximize team performance, foster innovation, and strengthen partnership and collaboration both internally and with clients. For years, Deutsche Bank has been cultivating a culture that embraces diversity and inclusion, regardless of age, culture, disability, gender, race, sexual orientation and religion. To achieve sustainable progress, the bank launched a new diversity strategy in 2013, based on the following five key elements: increasing leadership and accountability, delivering transparency, establishing a governance structure, setting global standards for diversity and inclusion, and enhancing communication with stakeholders.
Increased ratio of women
in management positions
Deutsche Bank has made a voluntary commitment, subject to applicable laws worldwide, to increase the percentage of women at the Managing Director and Director levels to 25 % by the end of 2018. The bank increased this percentage to 18.7 % by the end of 2013. Overall, the percentage of women with corporate titles rose to 31.1 % of all employees in this group at the end of 2013. Deutsche Bank’s target is to achieve 35 % by the end of 2018. Through its “Women on Boards” initiative, the bank clearly increased the female membership on its subsidiaries’ supervisory boards and regional advisory boards.
To ensure better representation of senior female talent in succession planning, Deutsche Bank supports their development through its award winning ATLAS (Accomplished Top Leaders Advancement Strategy) program as well as the Women Global Leaders program at INSEAD Business School. In 2013, the ATLAS program was run for the third time and the Women Global Leaders program for the fourth time. More than 50 % of the participants are now in positions with new or greater responsibilities.