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Diversity

Diversity at Deutsche Börse Group

Diversity
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 with 96 nationalities

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 2018)  
Employees: 5,964thereof women: 2,35539%

Proportion of women at management level

(as at 31 December 2018)  

Senior and middle management (Managing Director, Head of Department, Head of Section): 310

thereof women: 4314%
Junior management (Head of Unit): 349thereof women: 10129%

Proportion of women in the committees of Deutsche Börse AG

(as at December 2018)  
Number of Executive Board members: 6thereof women: 117%
Number of Supervisory Board members: 16thereof women: 638%
Number of employee representatives on the Supervisory Board: 8thereof women: 338%
Number of members in the Nomination Committee of the Supervisory Board: 6thereof women: 117%
Number of members in the Audit Committee of the Supervisory Board: 6thereof women: 350%

 

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

In its endeavours to increase the share of women holding executive positions, as early as in 2010, the Executive Board had adopted a voluntary commitment to increase the share of women holding middle and upper management positions to 20 per cent by 2020 and women holding lower management positions to 30 per cent during the same period. The Group maintains this ambition and has extended the scope of its voluntary commitment over and above the legal requirements. Firstly, the target figures determined in this context relate to Deutsche Börse Group  worldwide. Secondly, the definition of management levels/positions was extended to also include heads of teams, for example. On a global level, as at 31 December 2018, Deutsche Börse Group achieved a quota of 14 per cent for the upper and middle management levels (2017: 14 per cent) and 29 per cent for lower management positions (2017: 29 per cent). For Germany, the quotas were 14 per cent (2017: 15 per cent) and 26 per cent (2017: 26 per cent), respectively.

Moreover, as early as in 2010, the Executive Board had adopted a voluntary commitment to increase the share of women holding middle and upper management positions to 20 per cent by 2020 and of women holding lower management positions to 30 per cent during the same period. The Group maintains this ambition and has extended the scope of its voluntary commitment over and above the legal requirements. Firstly, the target figures determined in this context relate to Deutsche Börse Group (including subsidiaries) worldwide. Secondly, the definition of management levels/positions was extended to also include heads of teams, for example. On a global level, as at 31 December 2018, these quotas stood at 14 per cent for upper and middle management levels and 29 per cent for lower management positions. For Germany, the quotas were 14 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.