To create more innovative, productive, and resilient enterprises organizations need diversity, equity, and inclusivity (DEI) to bring unique perspectives and ideas. DEI contributes to equality of opportunity and treatment in the workplace at all stages of the employment relationship, including recruitment, retention, promotion, remuneration, and access to training and skills development.
Over the past three decades, the gender gap in organizations has narrowed, attributed to labour mobility worldwide. There has been an increasing global awareness that all workers have a right to a dignified and respectful workplace irrespective of their sexual orientation and ethnicity, which helps to promote an open and inclusive workplace. However, labour market disruption due to the COVID-19 has had devastating consequences globally. According to International Labour Organization (ILO), women’s employment declined by 5% globally in 2020 compared with around 4% for men.
Banks are reporting diversity and inclusivity to ensure a more equitable and inclusive workplace for all genders and backgrounds. A diverse workforce benefits companies and banks by attracting new customers as people want to do business with institutions that share their values.
Deutsche Bank AG (DB) is a provider of investment banking, corporate and retail banking, asset management and wealth management solutions. The bank’s portfolio comprises deposit services, card products, loans, trust, and securities solutions, wealth, and investment planning, financial advisory, and financing. In 2021, the company reported 46.6% women participation in its workforce, an increase of 0.8 percentage points over 2020. Representation of women in the company at the senior management level was 19.3% which increased by 0.9 percentage points over 2020.
In 2021, the representation of Asian employees in the US workforce was 28.3%. Black & African American and Hispanic & Latinx employees represented 8.9% and 9% of the US workforce, respectively.
Deutsche Bank has set a goal to have 30% at the first and the second management level below the management board by 2025.
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