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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.
Deutsche Bank remains committed to hybrid working.
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 41 countries with 95% of internal workforce in scope. Our Future of Work strategy is built on four pillars: (1) 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 based on their role, activity and country.
95%
of our internal workforce in scope for hybrid working
88%
of our employees say the hybrid model is having a positive impact on how they do their job
Ongoing commitment to deliver enhanced hybrid environment for our employees.
Hybrid working is part of our culture, and we are continuously exploring new ways to ensure its sustainability and full utilization by employees and managers. We are continuously looking at new ways of working - on how we work and where we work - and integrating hybrid working, well-being, meeting culture, manager enablement and office design.
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. The success of these investments depends on our employees maximising their use, which 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 with more collaboration spaces and reduced private offices. We continue to refine the design concepts while receiving feedback from our employees.
3,800
of our people tested our 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 are 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 expects.
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.
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.
74%
of our people feel comfortable talking about their well-being with their managers
583
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 People Survey in 2023 showed that 74% of our people feel comfortable talking about their well-being 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 583 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.
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. 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.
We have 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.
