The right employee in the right place: This is the main goal of Deka’s human resources strategy.
Deka supports all employees in creating a working environment that offers them the best conditions for their professional and personal development. This includes the technical equipment with the appropriate systems as well as made-to-measure training. We offer our employees a variety of continuing education and training courses as well as tools for agile working and the introduction of agile methods.
Deka Group’s human resources strategy aims above all to put the right employee in the right place. The key areas of activity in the strategy are:
Human resources management
Training and further professional development
Promotion of diversity, gender equality, equal opportunities and the compatibility of career and family
Workplace safety and health management
Structure of remuneration
Employee feedback is important to us in this context: To ensure that it is able to act in a needs-based and forward-looking manner, Deka’s Human Resources department regularly exchanges information with managers and employees.
Sustainability and training
At least once a year, Deka employees discuss with their managers the direction they would like their development to take. During this discussion, they also agree on further training courses for which Deka offers a variety of practical formats in addition to traditional ones, for example:
Assuming new tasks within projects
Short, digital formats that can be easily integrated into everyday working life
Since 2018, the active learning platform “DekaLearning” has bundled the entire range of digital training courses. Deka promotes high potentials via the Deka Development Center, offers trainee programmes for university graduates and a special mentoring programme for women. Find out more here.
Equality is very important to us. DekaBank signed the UN Women’s Empowerment Principles in 2017 and has been guided by them since that time. Equal opportunities for women and men are particularly important to us – as are promoting work-life balance and managing diversity within the workforce. Our fourth Equal Opportunities Plan, documents all goals and measures in the area of equal opportunities in order to further increase Deka’s attractiveness in the competition for top talent.
Equal rights includes ensuring an optimal work-life balance. To this end, Deka offers all employees advice on childcare and nursing care – regardless of location. We are also proud of the awards we have received as a well-respected and family-friendly employer:
In 2018, Deka Group won praise for its family-friendly human resources policy for the fifth time in a study by the F.A.Z. Institute.
In 2019, Deka took third place out of 21 companies assessed in the study “Germany’s favourite employers”.
DekaBank also performs very well in the area of family policy: It is one of the most family-friendly employers in Germany, with 4 out of 5 stars awarded by the “Eltern” magazine.
Deka’s family friendliness can also be seen in many aspects of everyday life: Over the past five years, Deka Group employees have returned to work 13.3 months after the birth of a child on average.
DekaBank supports its employees in childcare with 35 day care and 16 kindergarten places at the Frankfurt location. In addition, Deka provides free emergency care of up to five days per child per year.
Women in management positions and the professional advancement of women
We are committed to increasing the number of women in management positions and to promoting the professional advancement of women. To achieve this goal, the Deka Group has implemented numerous measures, such as the women’s mentoring programme introduced in 2013: Each year, 15 female employees with leadership potential start the programme, in which they are supported by a department head as mentor during the 18 to 24-month programme. A framework programme promotes networking and individual development.
The success of this programme shows how valuable it is for DekaBank: Around a third of the participants now hold a management position at Deka.
We hold all Deka Group employees in the same high regard and we know that every difference enriches us and improves the way we work together – be it cultural background, life experience or the talent of each and every individual. We work hard to prevent discrimination, sexual harassment and bullying. Violations of the Code of Ethics and other discriminatory behaviour – such as threatening, hostile or abusive behaviour - are punished immediately:
We are happy to have such a diverse staff: Employees from 52 nations are represented in the Deka Group. The most strongly represented nations are Italy, Croatia, France, Russia, Turkey and Greece.
The newly created Diversity Management position and the Diversity Council, which is staffed by members of the DekaBank Board of Management, have been reinforcing the existing commitment to promoting and valuing diversity in the Deka Group since October 2021. In a next step, DekaBank aims to detail quantitative and/or qualitative targets for all diversity dimensions as part of its business and HR strategy and to establish a monitoring system.
Exercise, sports and nutrition at Deka
As a successor to the Health Center, which was closed at the turn of 2020/2021, the new digital health platform "Deka machtfit" was launched in October 2020. It enables employees to take advantage of individual and flexible offers provided by Deka-Bank itself or by external partners. DekaBank provides all employees with a health budget of 200 euros per calendar year for booking external offers.
Sustainability through occupational safety and medical care
Sustainable health also includes occupational safety. In the area of occupational safety, Deka complies with all relevant laws, ordinances and regulations. At their request, employees can receive an examination by the company doctor, with a special focus on prevention and health promotion.
All employees are required to complete an online course on key aspects of occupational health and safety every two years.