EQUALITY OF OPPORTUNITY: A CORE PRINCIPLE
Nowadays, diversity and equality of opportunity are part of any good system of corporate management and they have long been among DZ BANK’s core principles. For us, it is implicit that we treat and support all employees in the same way, regardless of their origin, skin color, gender, age, or physical ability. That is one of the reasons why we signed the diversity charter in November 2011. The goal of this initiative is to advance acknowledgement, respect, and inclusion of diversity within corporate culture in Germany. In 2016, it again held a nationwide German Diversity Day, in which DZ BANK and other group entities took part. We also continued to train new employees and managers on the German General Equal Treatment Act (AGG) last year.
One of our aims is to protect the health of employees with disabilities. We have formulated this commitment in an integration agreement, which we have signed with the representative committee for employees with severe disabilities and the employee representatives for the entire workforce. After all, the integration of people faced with particular challenges into the world of work is only possible if everyone involved works in partnership. In 2016, the proportion of our workforce with a severe disability was 4.8 percent, which met the minimum level required by German law.
More female managers
Another of DZ BANK’s aims is to increase the proportion of female experts and managers at all levels of the bank hierarchy. Using the options available to it, DZ BANK encourages the appointment of suitably qualified women to managerial positions at the bank. The Vielfalt@DZ BANK (Diversity@DZ BANK) project was launched in 2012 to help achieve this. Since 2013, diversity targets have been included in managers’ target agreements as another specific measure to promote the advancement of women. As at the end of 2016, two out of 33 divisional heads, 25 out of 164 departmental heads, and 93 out of 463 group managers were female at DZ BANK. The overall proportion of managerial positions held by women was 18.2 percent. Four out of 20 members of the Super¬visory Board were female, which is equivalent to 20 percent.