Sustainable HR management

Diversity and individual expertise

Sustainable HR management is essential if we are to be able to react to changing market conditions and continue to be successful in the future. In this regard, we utilise the diversity and individual expertise of our employees. We strive to offer our employees a safe, healthy and decent working environment based on trust that facilitates optimum performance and distinguishes DekaBank as an employer of choice.

Diversity

Our HR policy is based on the diversity approach and we view the diversity of DekaBank’s employees as an opportunity. A varied customer base is best served by a diverse staff. We focus in particular on supporting all our employees, regardless of sex, age, origin or sexual orientation. DekaBank is especially keen to utilise the enriching potential of women in specialist and executive positions. We therefore offer special seminars and events to support women in their individual career planning.
As we now have longer working lives, the focus is increasingly on maintaining skills and performance and taking a holistic approach to healthcare. As an employer, we feel we have a duty of care towards our employees. DekaBank’s health management system ensures comprehensive and tailored initiatives that help executives and employees stay fit and take an active interest in their health. In this regard, our measures centre on the four pillars of movement, nutrition, medicine and prevention, and mental health.

Continuing professional development

To maintain and enhance the skills and performance of our employees in the long term, we set great store by their continuing professional development and further training. The “DekaColleg” offers seminars to (further) develop professional, personal and social skills, including project management and management expertise, IT skills and language courses. The leadership curriculum gives all managers in the Bank a uniform concept and understanding of management as well as core competencies that are required in actual management practice within the DekaBank Group. Furthermore, our employees can attend open training sessions run by external providers and receive support from the DekaBank Group for part-time qualification measures.

Remuneration

We believe as a matter of principle that remuneration should be independent of gender. Remuneration is based solely on the employee’s function and the performance of the company as a whole, the respective organisational unit and corresponding individual contribution to the overall performance. We offer our employees the option to put bonus payments, holiday leave and overtime in working hours accounts so they can take temporary breaks in the form of a sabbatical or retire earlier.
Along with the customary benefits provided by banks under collective bargaining agreements, DekaBank grants additional benefits on a voluntary basis, such as group accident and corporate travel insurance, a “job ticket” travel card for employees at the Frankfurt/Main location and similar arrangements at our other locations, as well as capital-forming payments.

A family friendly approach

We attach great importance to the work-life balance. In cooperation with an external service provider, we offer our employees crèche and daycare places and can help arrange childcare in the event of an emergency. Our flexible working time arrangements also support the work-life balance of our employees. As a result of demographic developments, the issue of caring for family members is playing an increasingly important role. In such cases, we offer our employees special support in the form of eldercare advice and liaison services.

Our HR policy was certified as family friendly in 2005 and 2008 by “audit berufundfamilie” (“career and family audit”) – an initiative of berufundfamilie GmbH. A distinction that is set to be confirmed again in a renewed audit this year.