• Hybrid working and beyond

The future of work is transforming organizations across industries. At Deutsche Bank we aim to provide an environment where our people can thrive, be productive and perform at their best. This means balancing the benefits of remote working with the unique characteristics of in-person interaction.

Hybrid working is a new reality at Deutsche Bank.

We offer a hybrid working model that enables eligible staff to work remotely for a part of their working time. This approach ensures we can tailor our working models based on role and support the well-being of our employees.

We have moved quickly but thoughtfully to implement our hybrid working model – which is live in 34 countries with 96% of internal workforce in scope. Our Future of Work strategy is built on four pillars: (1) Implementing hybrid working, (2) transforming our real estate, (3) embracing new end user technology and (4) embedding hybrid working behaviors.
Our hybrid working model provides eligible employees the option to work remotely for a portion of their working time. Employees in scope can decide on a voluntary basis to work remotely up to 60% of their time based on their role, activity and country.

View our infographic for a snapshot of our achievements in 2022.

of our internal workforce in scope for hybrid working

of our employees feel productive in a hybrid working model

Ongoing commitment to deliver enhanced hybrid environment for our employees.

The hybrid working model is now part of our culture. To ensure the sustainability of the model, it is essential that employees and managers utilize its full potential. We are continuously looking at new ways of working from different angles – on how we work and where we work - and are bringing hybrid working, well-being, meeting culture, manager enablement and office design together.

The transformation of real estate includes redesigned office spaces to increase collaboration and tools to efficiently manage capacity. Our technology strategy includes modern, cloud-based collaboration tools and upgrades to end user devices to support flexibility. These investments will only pay off if our talent makes full use of them. This requires ongoing cultural change and education.

New real estate design concepts to change the way we work.

Hybrid working has also made us re-think the purpose of the office and its design. To ensure the office is somewhere we come to interact in-person and network, we need more collaboration spaces. We are trialing Future of Office pilots (e.g. Amsterdam, Frankfurt) with more collaboration spaces and reduced private offices. We continue to refine the design concepts while receiving feedback from our employees.

of our people tested future of office concepts

New technologies in place to support new ways of working.

As a part of the Future of Work program, a new end user technology strategy has been developed for employees to drive improved remote and in-person collaboration and productivity. All our employees were provided with new laptops to support new ways of working and provide a consistent experience. New collaboration platforms are being implemented to further support remote working. The bank has already begun rolling out next generation tools in partnership with a major technology player to increase collaboration, facilitate compliant document sharing and deliver the modern work environment our talent expect.

Well-being, collaboration and creativity are core priorities in how we are driving the future of work. Our goal is to create an innovative environment and sustainable performance culture in which our employees can thrive together, be themselves and reach their full potential.Fabrizio Campelli, Member of the Management Board of Deutsche Bank

Our well-being is our success

At Deutsche Bank we strive to create a work environment where we embed health and well-being at the heart of what we offer to support a sustainable performance culture.

That’s why we want to empower our employees to prioritize their own well-being and support colleagues around them. Across the globe, we offer around 900 well-being programs and corporate benefits to lend individual support to our people and their families.

Health and well-being are about everyday behaviors based on our four dimensions of well-being.

of our people feel comfortable talking about mental health with their managers

Mental Health First Aiders (MHFAs)

At Deutsche Bank “It’s ok not to be ok”.

Our employees’ mental health is a top priority. Our internal 'Future of Work' survey in 2022 showed that 70% of our people feel comfortable talking about mental health with their managers. At Deutsche Bank, significant resources are available to all staff - from Human Resources, Occupational Health, the Healthy Minds Employee Assistance Programme and the various Employee Resources Groups.

To act as a first point of contact, our 423 Mental Health First Aiders can also be found in a growing number of locations across the organization. To raise awareness and learn more about mental health, the bank offers a practical eLearning module – which has been developed by employees for employees, including real life case studies. At our regular Well-being Forum, staff across the bank exchange self-care tips and advice on how to better take care of themselves and others.

On World Mental Health Day in 2022, our well-being Co-sponsors Fabrizio Campelli (Management Board member) and Michael Ilgner (Global Head of HR and Real Estate) reiterated the bank’s commitment to its well-being agenda and participated in various in-house events across the organization.

We provide an environment where you can bring your whole self to work.

Challenging and reducing stigma is one of the key aspects of our well-being agenda. One example is our initiative 'Menopause -Let’s start the conversation'. We want to empower our colleagues to prioritize their own well-being, ask for help if needed and create a caring work environment. To achieve this, we need to openly talk about well-being challenges. Only then will we be able to understand one another better, learn from each other and be able to provide support. Watch this video where senior colleagues talk about the impact peri- and menopause has had on their work and private life as one example of our storytelling campaigns.

We also received external recognition of our efforts in a feature by the broadcaster ITN, who showcased our ongoing mental health support for employees and our Charity of the Year partnership with MQ Mental Health Research.