Our colleagues are of >120 nationalities.¹⁾

Of which the following ten are the most represented:

• German: 19%
• Indian: 10%
• French: 5%
• Czech: 5%
• Filipino: 4%
• British: 4%
• Irish: 3%
• American: 3%
• Ukrainian: 3%
• Italian: 3%
• Others: 41%

^{_{1) As of 31 December 2024}}

Our colleagues have diverse professional backgrounds, levels of experience or academic degrees. For example, we employ economists and lawyers as well as natural scientists and humanities scholars. Moreover, we see ourselves as an educational institution and therefore also offer apprenticeships for people without vocational training.

The average age of all our colleagues is 39 years. Further, their average length of service is 6.7 years.¹⁾

^{_{1) As of 31 December 2024}}

Deutsche Börse Group

The overall proportion of our female colleagues is 40 per cent.

Deutsche Börse AG

Deutsche Börse AG committees

^{_{1) As of 31 December 2024}}

Diversity, Equity & Inclusion (DEI) Council

The Council is our official committee composed of members from our global locations who represent minority groups. The focus of the Council is to drive Group-wide DEI initiatives and achieve measurable progress. Furthermore, its members act as persons of trust for all DEI-related issues.

Guidelines

At Deutsche Börse Group, we are committed to respectful and appreciative interaction among each other. For this reason, we have several policies and guidelines in place that all colleagues follow. 

• Diversity & Inclusion Policy
• Anti-Harassment Policy
• Disciplinary Action Policy
• Code of Business Conduct

Networks

Deutsche Börse Group also has various Group-wide networks that are committed to foster a diverse, equitable and inclusive workplace and help us build cultural expertise. Together with all members, we aim to promote and advance diversity, equity, and inclusion throughout our corporate culture. 

• marketPride – our LGBTIQ+ community 
• Women@DBG – our network for all colleagues who identify as female or non-binary.

At our international locations, various local resource groups also regularly organise different events and activities in the area of diversity, equity & inclusion.

Deutsche Börse Group

Ensuring equal opportunities for colleagues of all genders has long been part of our corporate social responsibility, because we do not want to do without the knowledge and competences of female or non-binary managers and the performance potential of diverse teams. In this spirit, one of our particular aspirations is to increase the proportion of women at the management level. Our various programs for promoting talent, and so also for qualifying women for management positions, contribute to the long-term advancement of women. Other measures include focused succession planning, as well as internal and external mentoring and training programs. Exchanges among female colleagues are encouraged by an internal women’s network.

Deutsche Börse AG

Deutsche Börse AG’s Executive Board has defined target quotas for women on the two management levels beneath the Executive Board, in accordance with section 76 (4) of the AktG, in each case referring to Deutsche Börse AG. By 31 December 2024, the proportion of women holding positions in the first and second management levels beneath the Executive Board is planned to reach 15 per cent and 27 per cent, respectively. 

Moreover, on a global Group level the Executive Board has adopted a voluntary commitment to increase the share of women holding upper management positions to 24 per cent by the end of 2024, and of women holding lower management positions to 33 per cent during the same period. We have extended the scope of our voluntary commitment over and above the legal requirements.