Our employees: the cornerstone of our success
Our employees’ commitment, merit and efficiency are the most important components of Deutsche Börse Group’s success. They master challenging tasks and create a corporate culture characterized by responsibility, commitment, flexibility and the determination to achieve something extraordinary. We want to make sure that prospective employees with these qualities are and remain attracted to Deutsche Börse Group. Therefore, we strive to find and support highly talented individuals and seek their long-term commitment to the Company. To this end, we pursue a responsible, sustainable personnel policy which benefits our employees as well as the Company.
To ensure employees’ consistent and exemplary acting and behaviour, we have defined important basic principles and values in our code of ethics which serves an overall concept to employees at every level. In the shaping of its business processes, Deutsche Börse Group has furthermore committed to adhere to the ten UN Global Compact principles, which cover human rights, labour standards, the environment and anti-corruption.
Corporate culture: fostering openness
We strive for a culture of open dialogue, trust and mutual acceptance. All of our locations have an open office architecture, where managers and employees sit in close proximity, encouraging communication and cooperation.
Human resources policy and career at Deutsche Börse Group
We define the term 'career' very broadly, which enables us to create opportunities beyond the conventional career track of rising through the management hierarchy. Employees can develop and progress along three different tracks to become an executive, a project manager or an expert. These three tracks are of equal value, a fact underscored by our career model. Parallel to the highest position in the management career track, one level under the Executive board, we established additional levels in the project manager and expert tracks. This means that all three tracks now have the same number of development levels.
In addition, we focus on raising awareness of horizontal career opportunities, and have expanded our offerings (job rotation, project work, etc.). We also supplemented our career models by introducing external titles, analogous to the different career tracks, including employees who do not work in sales.
Our key career management instrument is the annual employee review, in which nearly all of our employees take part and determine goals and individual growth measures for the near future.
Human resources development: growing together
As part of our human resources development programme, we offer employees various instruments and initiatives adapted to the requirements in the different phases of their career or profession. In addition to programmes to support junior employees and coordinated measures for specific target groups, such as executives or project managers, these include a wide range of courses and seminars that employees can attend based on their respective learning needs. On-the-job development activities are very important in this context, because they help participants acquire skills and knowledge of lasting and practical benefit – two fundamental requirements for lifelong, independent learning.
Corporate citizenship by and for employees
In addition to the annual staff concert, employees and their families are regularly invited to numerous events. The goal is to bring together employees and the direct social environment of the Company. We thus offer our regular employees the opportunity to visit a number of Frankfurt museums free of charge and take part in guided tours. They are also regularly invited to cultural events at the English Theatre or the Young ClassiX concerts.
Compatibility of family and career
With comprehensive measures to promote our employees' health as well as a modern idea and innovation management programme, Deutsche Börse Group supports its employees in the various stages of their lives. Information on the individual projects is available for download below.