Deutsche Bank is making diversity more than just a nice to have

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Deutsche Bank is making diversity more than just a nice to have

The bank is determined to take meaningful action when it comes to diversity and inclusion - and steadily things are changing for the better.

Now, more than ever, diversity and inclusion are at the centre of any company's corporate strategy. Deutsche Bank is no different to the rest of the financial industry and is having to proactively tackle some of the deep-rooted imbalances in the workforce.   

But, whilst there's still a long way to go, they are making a difference and taking concrete actions to make sure that any initiatives bear fruit in the long-term.

As one of the world’s leading financial service providers, the bank takes its responsibility for driving sustainable change on diversity seriously. With a workforce made up of 140 nationalities and a multitude of ethnicities and cultures, it's vital that employees feel comfortable at work and have access to opportunities in their careers. Of course, that's easy to say but more difficult to deliver.

For Deutsche Bank it's about choosing to make the necessary change. The banking industry has had the chance to reflect deeply on its culture and the bank is now re-affirming the values and beliefs that drive it. Whether it be a renewed focus on the client, drive to innovate or the move towards sustainable finance and Environmental, Social, and Corporate Governance (ESG) - the aim is to have a positive impact. The only way to deliver this is with an inclusive culture that values different perspectives, backgrounds and, increasingly, new skills.   

It's something that employees really value. When Dienaba relocated from France to London to work in the Group Audit team for instance, she was looking for a company focused on belonging. As a firm believer in role models and the positive impact they have in the workplace, she sees diversity as an absolute must-have, remarking that “leadership is about leveraging different views, different people and different ways of seeing things to solve complex issues.”

Becca has a different perspective but values the same inclusiveness. As a graduate in software engineering she expected to be in a male-dominated world - the cliché of tech geekdom. She has been pleasantly surprised by the diversity of her peers and this really put her at ease at this pivotal moment in her career. The graduate programme opened up a lot of opportunities for Becca including connecting with dbGO, an Employee Resource Group focused on building a more inclusive, gender-balanced workplace. Being a member of the group has been a real gateway to growing her network and learning from others.

Mike’s been with the bank for over 18 years now, as Chief of Staff for the Investment Bank in the Americas he’s passionate about creating an environment that's welcoming and flexible enough for everyone.

As a father, he believes we need to challenge the notion that women should be the ones to juggle work and childcare responsibilities, noting that we need to act now to make change happen.

And the bank is proud to support this stance with 16 weeks of fully paid parental leave, regardless of the parent’s gender or status as primary/secondary care-giver.

Click here to find out more about Dienaba, Becca and Mike, amongst many other examples of what is happening right now to change the status quo.


 

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