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Deutsche Bank: Respond flexibly, take responsibility
For a long time demographic change was only discussed as a future scenario. By now, however, corporates are increasingly challenged by demographic developments. For example, estimates of the Institut für Arbeitsmarkt- und Berufsforschung (IAB), a research institution backed by the Federal Employment Service, suggest that the workforce in Germany will decline considerably over the coming decades due to the reversed age pyramid: from roughly 41 million people in 2000 to only about 26 million in 2040. Significant cultural changes are likely to occur during the same period. As an international financial services provider Deutsche Bank relies heavily on the competence of its employees. For us, demographic changes are a challenge which opens up new perspectives and opportunities. As an employer we aim to prepare for new developments and respond with sensitivity and flexibility in order to maintain our leading competitive position and live up to our social responsibility.
Deutsche Bank has implemented the following strategies to deal with demographic changes:
- create attractive opportunities for career-oriented young professionals in order to retain talent
- promote the existing potential and maintain our employees´ employability so that we can keep them on board for a longer time
- offering better ways to reconcile work and family life, as only satisfied and highly motivated employees will consistently perform well
- promoting diversity within the company so that younger and older employees and employees from different cultures can learn from each other.
Recruit new talent
Our goal is to get the best young professionals interested in a career at Deutsche Bank. The bank´s global presence increases our chances of doing so. We recruit students from leading universities and business schools world-wide for our internship and trainee programs. The "Class of 2007" consists of 974 university graduates who joined Deutsche Bank, and in 2008 we hope to offer a job to about 1170 new young professionals. In addition, about 1500 apprentices in Germany alone have decided to start their careers at Deutsche Bank.
Offer training opportunities for employees
We offer our employees a broad range of professional and personal qualification opportunities. Our Group-wide electronic training platform "db Learn" consists of 3,259 seminars and 250 online training modules on technical and bank-specific issues, leadership and management and personal and team development. Events on corporate culture, orientation and networking round off the spectrum. Individual training plans are discussed in the appraisal meetings with our employees.
The initiative "In eigener Sache - fit in die berufliche Zukunft" helps Deutsche Bank employees to cope with their ever more complex professional challenges. It supports them in increasing and maintaining their employability. More than 7.100 registered users are already active on the specialised website which hosts a number of innovative opportunities for personal development.
In 2007 Deutsche Bank´s employability program received a Training Award from IIR Deutschland. In the framework of the nation-wide "Initiative für Beschäftigung!" Deutsche Bank provides some of the offers and a broad range of information on the issue of professional fitness to third parties (www.in-eigener-sache.de and www.jugend-in-eigener-sache.de).
Certifications for better ways to reconcile work and family life
Opportunities to reconcile work and family life and to get back to work quickly after having a child are gaining importance. Deutsche Bank offers a broad range of instruments and opportunities to arrange working hours more flexibly. For example, employees in Germany benefit from a part-time agreement with the staff council. A newsletter for young parents, access to the bank´s intranet and workshops and training opportunities enable us to regularly share information with young parents during their maternity/paternity leave.
These and other initiatives were the reasons why Deutsche Bank was the first German group to receive the basic certificate of the berufundfamilie® audit of the Hertie Foundation.
Excellent old-age provision
Deutsche Bank has developed new concepts for occupational pension schemes early on. An important pillar is the individual contribution plan, under which capital is saved for future pension payments. All payments into the pension account are made by the bank. Moreover, employees in Germany benefit from the occupational BVV (Versicherungsverein des Bankgewerbes a.G.) pension scheme, with half of the contributions being paid by the bank and the other by the employees themselves.
Demographic changes will not only change the proportion between younger and older employees. Increasingly, people from different backgrounds and with different religions and socialisations will life and work with each other. Deutsche Bank has roughly 78,000 employees in 76 countries. We intentionally create cross-generational teams and organise regular diversity workshops. Our goal is to create an open-minded working environment for all employees regardless of characteristics such as age, gender, religion, ethnic background, sexual identity or physical or mental challenges and to demonstrate and exploit the advantages of diversity. Beyond our internal initiatives, which helped us to gain again the highest number of points in the Corporate Equality Index (CEI) of the Human Rights Campaign in 2007, we were co-initiators of the "Diversity Charter". By the end of 2007 more than 240 companies and institutions had signed this Charter.
Studies and networks
With a view to the challenges stemming from the reversed age pyramid Deutsche Bank and other groups have established the WISE network. Network meetings at which experiences are shared and research results and examples of best practice are presented take place at Jacobs University in Bremen. Moreover, we participate in studies, for example on the learning behaviour of different generations. In internal projects we purposely rely on support from experienced colleagues who have been working for a consistent improvement in cross-generation cooperation in the network Seniorexperts@db since 2007.
Ralf Brümmer, Head of HR Employment Models,
Hanns Michael Hölz, Co-Head Corporate Social Responsibility,
Forum for Sustainable Development of German Business e.V.
econsense is an association of leading, globally active companies and organisations of German business specializing in the area of sustainable development and corporate social responsibility (CSR). Founded in 2000 on the initiative of the Federation of German Industries (BDI), the goal of econsense is to provide a dialogue platform and think tank, with the dual objectives of advancing sustainable development in business and assuming social responsibility.