What is Deutsche Bank's approach to diversity?
Deutsche Bank (DB) is truly a global organization with employees in the U.S. hailing from every continent in the world. The Bank has extensive efforts to recruit, retain and develop employees from all demographics including, but not limited to, race, ethnicity, gender, disability, sexual orientation and veteran status.
Deutsche Bank’s strategy as it relates to Diversity is holistic. We take the approach that Diversity is not just the responsibility of a few employees in HR but is part of the fabric of the organization and integrated throughout the employee life cycle starting from the recruiting stage. Senior management has clearly stated that our Diversity strategy is not just a “nice thing to do” but that it is essential to:
1. Recruit and retain the best talent
2. Deliver innovative and creative solutions to our clients
3. Succeed in a globally integrated and competitive market
What sets your recruiting, career development, and work-life programs apart?
Deutsche Bank prides itself on being a recognized leader in recruitment, career development and work-life programs for our employees. Attracting, recruiting, retaining and developing our talent are priorities across all divisions within the bank.
One great initiative which reflects DBs commitment to our people is Deutsche Bank’s ATLAS program, designed to connect female Managing Directors to members of the Group Executive Committee and is hailed globally for its impact in developing these women and providing access to leadership. In addition, we have robust benefits for all employees, which include several work-life programs, such as Paid Maternity, Paternity and Adoption Leaves for Primary Caregivers, Adoption Assistance, Flexible Work Arrangements and Back Child Care. Deutsche Bank has been recognized as an industry leader in helping employees manage the many challenges they face.
How long has Deutsche been a corporate partner of CUP's and why does your organization value this relationship?
Deutsche Bank began its “official” partnership with CUP in April 2010 after being introduced to the organization by two analysts who were part of CUP’s Leadership Council. Following that introduction, and after hearing about the many benefits offered by the CUP organization, it was clear that DB and CUP would benefit each other greatly, providing an expanded network of professionals and access to resources and unique development opportunities not available elsewhere.
How do you think CUP will have the greatest impact?
CUP has already proven to be an invaluable resource for our DB employees. The networking, skill building, professional interactions and opportunities to be active and engaged members of the community at large have all had a tremendous impact on the professionals at DB. Moving forward, Deutsche Bank is excited by the possibilities afforded by its relationship with CUP and looks forward to a long and exciting partnership.