Service Navigation


Diversity at Deutsche Börse Group

Deutsche Börse Group operates worldwide.

Employees from many different nationalities work for us – this is diversity at work.

For this reason, we are a signatory to the “Diversity Charter” and our code of ethics is proof of our commitment to our Group-wide social and corporate responsibilities.

Diversity with respect to nationality

  • Employees from 85 countries

Diversity with respect to education and training

Our diversity is reflected not only in the origins or cultural backgrounds of our employees, but also in the variety of their professional backgrounds. Along with business graduates we employ physicists, mathematicians and IT specialists, as well as graduates holding a degree in the natural sciences or in the humanities.

Diversity with respect to the gender perspective

Overall proportion of women

(as at 31 December 2017)  
Employees: 5,640thereof women: 2,23740%

Proportion of women at management level

(as at 31 December 2017)  

Senior and middle management (Managing Director, Head of Department, Head of Section): 326

thereof women: 4514%
Junior management (Head of Unit): 324thereof women: 9329%

Proportion of women in the committees of Deutsche Börse AG

(as at December 2017)  
Number of Executive Board members: 5thereof women: 120%
Number of Supervisory Board members: 12thereof women: 542%
Number of employee representatives on the Supervisory Board: 4thereof women: 250%
Number of members in the Nomination Committee of the Supervisory Board: 3thereof women: 266%
Number of members in the Audit Committee of the Supervisory Board: 4thereof women: 125%
Number of members in the Staff Committee of the Supervisory Board: 4thereof women: 375%

Our goals in the field of diversity

As a socially responsible employer, Deutsche Börse Group has been offering men and women equal opportunities for a long time; the knowledge and the competence of female managers as well as the performance potential of diversified teams is something we cannot do without.

Due to our various talent development programmes – which are also concerned with providing women with the qualifications necessary to fill managerial positions – the proportion of women at Head of Department level, for example, has increased from 5 to ca. 29 per cent since 2007. Deutsche Börse Group will continue to adhere to this gender diversity approach in the future. We have therefore made it our task to support women in managerial positions as part of a long-term strategy.

Target quotas for women

Deutsche Börse Group fulfils statutory requirements for the promotion of women in executive positions – in fact, the Group has set itself voluntary targets for higher quotas. The share of women in executive positions ranks amongst the most important non-financial performance indicators (as defined in DRS 20 and section 289 (3) in conjunction with section 289 (1) sentence 3 of the HGB) for which a forecast is made. In accordance with the Gesetz für die gleichberechtigte Teilhabe von Frauen und Männern an Führungspositionen in der Privatwirtschaft und im öffentlichen Dienst (FührposGleichberG, German Act on the Equal Participation of Women and Men in Leadership Positions in the Private and Public Sectors), Deutsche Börse AG’s Supervisory Board and Executive Board have defined target quotas for women on these boards, and for the two management levels directly beneath the Executive Board. These target quotas relate to Deutsche Börse AG in Germany (excluding subsidiaries) and were valid until 30 June 2017. Deutsche Börse AG exceeded these targets. Therefore, its Supervisory Board and Executive Board resolved to set further targets, to be achieved by 31 December 2021: by that point in time, the proportion of females holding positions in the first and second management levels beneath the Executive Board is planned to amount to 15 per cent and 20 per cent, respectively. As at 31 December 2017, the proportion of female employees of Deutsche Börse AG in Germany holding positions in the first and second management levels beneath the Executive Board stood at 10 per cent and 16 per cent, respectively.

In 2010, the Executive Board had already set a voluntary target for Deutsche Börse Group to increase its proportion of women in middle and senior management to 20 per cent, and in junior management to 30 per cent, by 2020. The Group has affirmed this ambition. These targets relate to Deutsche Börse Group worldwide, including subsidiaries. In contrast to statutory obligations, the voluntary commitment is based on a wider definition of management levels, including team leaders, for example. In Deutsche Börse Group’s global operations, as at 31 December 2017, these quotas stood at 14 per cent for middle and senior management and 29 per cent for junior management levels. In the Group’s German locations, they were 15 per cent and 26 per cent, respectively.

Measures to promote women

In order to raise the share of women in executive positions, the company explicitly ensures that women are also identified as candidates for executive positions. In principle, however, qualifications are decisive when filling such vacancies. In addition, Deutsche Börse Group offers numerous additional tools to promote female employees, such as targeted succession planning, a mentoring programme involving internal and external mentors, a women’s network, as well as training courses designed specifically for women.

A fact sheet containing further information on diversity at Deutsche Börse Group is available for download below.

Further information