HR suitability assessment frameworks apply to around 160 of our main subsidiaries and branches. Appointees and incumbents are assessed in line with the ESMA and EBA Guidelines on the assessment of the suitability of members of the management body and key function holders with 'fit and proper' suitability reviewed at an individual and collective basis. In addition, we continue to apply strong governance to the assessment and appointment of our Deutsche Bank AG Key Function Holders with annual suitability reviews and bespoke support provided if indicated.​

We are building essential leadership skills in our managers right from the start through our flagship programmes for new managers (First-time Manager Programme and Senior Leadership Essentials at Deutsche Bank). 1,750 new managers have completed the First-time Manager Programme in 2023, 92% feel like they have been able to apply the knowledge and skills within their role and 85% say they have changed or adapted their behaviour.​

Our “Accomplished Top Leaders Advancement Strategy” programme (ATLAS) is the bank’s leadership programme for female Managing Directors and is an integral part of the Schneider-Lenné Cadre, a network of senior women across the bank. The Black Opportunity Leadership Development (dbBOLD) programme is an investment in the career planning and leadership development of our Black talent. With 320 Black Assistant Vice President, Vice President and Director participants throughout the 2020 -2023 cycle, this programme, in partnership with the McKinsey Black Leadership Academy, offers various learning interventions, networking opportunities and career coaching.​

We deliver bespoke senior leadership development to high performing individuals within our succession and talent pipelines. This process is based on intensive leadership diagnostics, which incorporate a structured psychometric interview and feedback from key stakeholders. Based on outcomes, personalized development plans are agreed which include a range of bespoke development strategies.​

We ensure consistent leadership behaviour by embedding the Leadership Kompass in all our key people processes, like our hiring, promotion, performance management, or engagement survey process. Only one year after launch of the Leadership Kompass, 77% of all employees agree that their managers actively demonstrate the behaviours of the framework.​

We foster lifelong learning and run a wide range of initiatives to develop leaders at all levels: whether it is to support employees who take on management responsibilities for the first time, or whether our employees need to strengthen their leadership skills. 92% of our managers proactively built their own skills through our AI-driven learning platform. In 2024 we have launched our brand-new All Managers Curriculum that provides low-threshold access to virtual classroom learning interventions for managers across the organisation – regardless of their seniority, experience level, nature of their work agreement, or part-time rate. Also, feedback is key to enabling leaders to grow. Our own Kompass Upward Feedback tool enables managers to seek meaningful feedback from their teams and act on it.​