HR management
As part of the business strategy, the HR strategy of the Deka Group sets out the important guidelines of the medium-term to long-term strategic HR orientation, thereby ensuring social responsibility, the promotion of diversity and the protection of human rights. The corporate objectives and strategic initiatives of the Deka Group are taken into consideration as well as social, technological and regulatory developments. The central elements of the HR strategy and the tasks of the sustainable HR management are documented in the Sustainability Report 2024 of the Deka Group. The following presents in addition how
- the cooperation with employee representatives and trade unions works
- the employees are supported in case of possible restructuring measures
- a work-life balance is promoted
- occupational health and safety are supported
Management of human resources
Basic information in the Sustainability Report 2024
The following information on this specific topic is available in the Sustainability Report 2024:
The following information on this specific topic is available in the Sustainability Report 2024:
- Personnel-related targets: p. 349 and p. 362
- Personnel-related commitments: p. 349-350
- Forms of work and sustainable leadership: p. 357
- Transformation to a modern organisation: p. 360
Supplementary information
Employees are essential for corporate success, which is why the Deka Group is continuously working on extending the (learning) opportunities for them and on creating a motivating work environment where all employees have a sense of wellbeing and can fully develop their potential.
Due to the diversity within the staff, the Deka Group brings together a multitude of walks of life and situations that bring a wealth of opportunities and challenges. Accordingly, the Deka Group offers flexible support and solution facilities for employees with its HR tools and offers. In addition, various networks in the company, such as language networks and the LGBTQ+ network, provide opportunities to connect with colleagues.
The valuing of employees is also reflected in the employer attractiveness, which is evident in the high number of new recruits across all age groups, as well as in the low fluctuation rate and the high average loyalty to the company. The key figures shown in the charts refer to the Deka Group in Germany and abroad (excluding IQAM). In addition, spontaneously carried out pulse checks confirm the high degree of employee loyalty to the bank.
Number of recruits p.a.
(in number of persons)
Fluctuation rate
Average loyalty
in years
Further information
No further information is currently available on this specific topic.
Codetermination and cooperation with the employee representatives
Basic information in the Sustainability Report 2024
The following information on this specific topic is available in the Sustainability Report 2024:
- Deka Group’s agreements with the employee representative bodies: p. 346-349
- Engaging with own workers and workers‘ representatives into decisions: p. 353-354
- Employee survey (“pulse checks”): p. 353
- Complaints mechanisms for employees: p. 354-355
- Engagement with the employee representative bodies: p. 359
- Metrics on complaints and cases of discrimination: p. 372
Supplementary information
The Deka Group is committed to respecting and upholding the rights and protection of employee representative bodies in accordance with the ILO Convention C135. It acknowledges the important role of employee representative bodies and ensures that they can carry out their tasks without fear of reprisals or discrimination.
The Deka Group takes active steps to prevent any form of discrimination of employee representative bodies. The internal guidelines and training programmes raise awareness among all employees and managers of the importance of non-discrimination, equal treatment and the protection of employee representative bodies. Discrimination on account of their role is not tolerated within the company and is strictly punished.
The Deka Group guarantees the effective exercising of trade union rights at the workplace, as well as corporate participation in line with legal regulations. It cultivates dialogue between the management and trade unions, as well as employee representative bodies, and supports the work of the latter. Through regular meetings and transparent communication channels, it ensures that the concerns of employees are heard and acted on.
Further information
No further information is currently available on this specific topic.
Support for possible restructuring measures
Basic information in the Sustainability Report 2024
There is no information on this specific topic in the Sustainability Report 2024.
There is no information on this specific topic in the Sustainability Report 2024.
Supplementary information
The Deka Group endeavours to carry out any restructuring in such a way that the impact on employees is minimised. It has implemented a series of measures for this purpose to avoid restructuring or else, if it is unavoidable, to actively manage it.
In case of restructuring, the terms and conditions for the affected employees are set out with the relevant employee representative bodies in social and interest planning negotiations in line with provisions under collective law. This may include e.g. appropriate financial compensation for the affected employees or the possibility to reduce working hours (e.g. through part-time work or flexible working hours models). In addition, an internal mobility programme may be offered that supports further professional development and the retention of workplaces. In addition, outplacement services can help affected employees to search for new employment opportunities outside of the company. These services comprise career advice, help with applications and access to job portals.
In addition, in case of restructuring, individual advice can be offered to employees. This includes personal consultations, help with professional reorientation and mental health services. Suitable retraining programmes can also be offered to provide affected employees with new skills and qualifications, preparing them for new professional challenges and increasing their employability.
Further information
No further information is currently available on this specific topic.
Work-life balance
Basic information in the Sustainability Report 2024
The following information on this specific topic is available in the Sustainability Report 2024:
The following information on this specific topic is available in the Sustainability Report 2024:
- Work-life balance metrics: p. 370
Supplementary information
Flexibility for employees to choose their workplace and working hours
Flexible working hours are an important building block for ensuring a good work-life balance. Employees can therefore freely plan their working hours, in compliance with the legal regulations, between 6.00 and 20.00 (22.00 for non-tariff staff) and in case of part time work, determine a daily planned working time. Indefinitely employed staff also have the possibility to take unpaid leave or to finance paid leave by means of credits saved on their working time account, the Deka ZeitDepot. The working time account can accrue in various ways in order to achieve the required number of hours in lieu.
Number of employees in Germany with working time account
(in no. of persons)
In order to improve their work-life balance, employees also have the option of making use of mobile work. Employees have the right in principle to mobile work for 40 percent of their working hours. It is possible to increase this to 100 percent if it is in the interest of all those involved. Under certain conditions, employees can also undertake mobile work up to 20 working days per year (if in full-time employment) within the EU or in the EFTA countries (Iceland, Liechtenstein, Norway, Switzerland).
Supporting employees with family members in need of care
To underline the consideration of family members in need of care, back in 2014 the Deka Group signed the Charter for Reconciling Work and Care in Hesse. Through its measures, the Deka Group seeks to contribute to creating a working environment in which caregiving is not taboo and those affected are treated with respect and recognition for this task.
In cooperation with professional partners such as the Viva Family Service, employees who are caregivers are provided with support. The so-called Elder Care consultancy helps employees to organise, finance and carry out caregiving tasks. In 2024, 316 such cases (compared to 241 in 2023) were taken care of by the Viva Family Service.
To underline the consideration of family members in need of care, back in 2014 the Deka Group signed the Charter for Reconciling Work and Care in Hesse. Through its measures, the Deka Group seeks to contribute to creating a working environment in which caregiving is not taboo and those affected are treated with respect and recognition for this task.
In cooperation with professional partners such as the Viva Family Service, employees who are caregivers are provided with support. The so-called Elder Care consultancy helps employees to organise, finance and carry out caregiving tasks. In 2024, 316 such cases (compared to 241 in 2023) were taken care of by the Viva Family Service.
Further information
You can find further information on the addressed topics on the Deka Group’s website and/or in relevant documents.
Deka Group’s website:
You can find further information on the addressed topics on the Deka Group’s website and/or in relevant documents.
Deka Group’s website:
Occuptional health and safety management
Basic information in the Sustainability Report 2024
The following information on this specific topic is available in the Sustainability Report 2024:
The following information on this specific topic is available in the Sustainability Report 2024:
- “Occupational safety” work instruction: p. 346-349
- Measures along the employee lifecycle: p. 350
- Health and safety metrics: p. 368-369
Supplementary information
Encouraging exercise and nutrition
The digital health platform “Deka machtfit” offers Deka Group employees a varied sports and exercise programme, as well as suggestions for healthy nutrition, relaxation, prevention and ergonomic products. Employees can make use of internal and external offers flexibly and individually through the platform. The Deka Group provides all employees with a health budget of 200 euros per calendar year to book external offers.
The platform “Deka machtfit” offers a continuously growing spectrum of subsidised and certified health and prevention courses that can be used virtually or in person. In addition, in-house prevention workshops are regularly offered to employees as part of health days.
Employees pay a maximum of 20 percent themselves per booking. Of 5,427 eligible employees, at the end of 2024 a total of 4,933 employees (91 percent) were registered on the platform. Employees with a German work contract have full access to the offers, while in Luxembourg access is slightly restricted.
At the start of every year, the Deka Group organises an Active Challenge, in which employees are encouraged to walk at least 10,000 steps a day for a month. The Deka Group also supports participation in running events such as the J.P. Morgan Corporate Challenge in Frankfurt, as well as financially sponsoring the corporate sports club DekaBank Sport e. V., which offers its approximately 560 members a total of 15 types of sport.
A balanced diet is an important aspect of healthcare. The Deka Group therefore ensures a varied and healthy menu in its canteen catering, with foods sourced from the region.
Proportion of employees registered in Germany and Luxembourg on the platform “Deka machtfit”
Promoting physical and mental health and healthcare
In consideration of occupational health and safety laws, the Deka Group regularly surveys various company departments in order to systematically evaluate physical and mental stresses at the workplace and to develop suitable measures in response to needs.
All employees have the possibility to have a medical examination by the company doctor, with a focus on prevention and healthcare. In addition, the company doctor carries out occupational health examinations for all employees to establish e.g. whether there is a need for glasses for screen work or travel vaccines need to be refreshed. There are also regular opportunities for optical and back examinations and employees can regularly make massage and blood donation appointments at the office. Managers of the Deka Group as from Head of Department level can make use of a comprehensive preventive check-up every two years.
Group leaders receive important prevention advice by means of the digital health coaching “Health in Balance”, covering focal points such as colorectal cancer prevention, blood tests, anamnesis and medical coaching consultations. Using questionnaires on the topics of medicine, exercise, diet and mental health, targeted courses of action and recommendations can be identified and discussed. Re-coaching sessions at a later point in time allow reflection on changes in employees’ state of health.
Support in acute crisis situations
All employees and their families who find themselves in a mental crisis situation can obtain targeted support by external experts from the professional counselling service INSITE Interventions. As part of the Employee Assistance Programme (EAP), employees of the Deka Group are able to get advice – on request also anonymously – on various matters such as “work & profession”, “partnership, family & children” or “mental health”. EAP also offers an expert service for managers, management consultants and members of the staff council and works council, as well as equal opportunities officers and disabilities representatives. In addition, INSITE endeavours to set up appointments at specialist practices without long waiting times. In 2024, a total of 11.4 percent of employees made use of these services (11.0 percent in 2023). This figure shows that there is a high level of awareness of the advisory services and that they are well established within the company. Furthermore, the equal opportunities officers and disabilities representatives offer regular consultations where employees can discuss their concerns in a confidential environment.
Corporate integration management
As part of the occupational integration management programme (betriebliches Eingliederungsmanagement, BEM), the Deka Group supports employees returning to their workplace after a lengthy or recurring illness. In a personal discussion, which is voluntary for those affected, measures are suggested that can help to overcome the illness and prevent a renewed incapacity to work.
In consideration of occupational health and safety laws, the Deka Group regularly surveys various company departments in order to systematically evaluate physical and mental stresses at the workplace and to develop suitable measures in response to needs.
All employees have the possibility to have a medical examination by the company doctor, with a focus on prevention and healthcare. In addition, the company doctor carries out occupational health examinations for all employees to establish e.g. whether there is a need for glasses for screen work or travel vaccines need to be refreshed. There are also regular opportunities for optical and back examinations and employees can regularly make massage and blood donation appointments at the office. Managers of the Deka Group as from Head of Department level can make use of a comprehensive preventive check-up every two years.
Group leaders receive important prevention advice by means of the digital health coaching “Health in Balance”, covering focal points such as colorectal cancer prevention, blood tests, anamnesis and medical coaching consultations. Using questionnaires on the topics of medicine, exercise, diet and mental health, targeted courses of action and recommendations can be identified and discussed. Re-coaching sessions at a later point in time allow reflection on changes in employees’ state of health.
Support in acute crisis situations
All employees and their families who find themselves in a mental crisis situation can obtain targeted support by external experts from the professional counselling service INSITE Interventions. As part of the Employee Assistance Programme (EAP), employees of the Deka Group are able to get advice – on request also anonymously – on various matters such as “work & profession”, “partnership, family & children” or “mental health”. EAP also offers an expert service for managers, management consultants and members of the staff council and works council, as well as equal opportunities officers and disabilities representatives. In addition, INSITE endeavours to set up appointments at specialist practices without long waiting times. In 2024, a total of 11.4 percent of employees made use of these services (11.0 percent in 2023). This figure shows that there is a high level of awareness of the advisory services and that they are well established within the company. Furthermore, the equal opportunities officers and disabilities representatives offer regular consultations where employees can discuss their concerns in a confidential environment.
Corporate integration management
As part of the occupational integration management programme (betriebliches Eingliederungsmanagement, BEM), the Deka Group supports employees returning to their workplace after a lengthy or recurring illness. In a personal discussion, which is voluntary for those affected, measures are suggested that can help to overcome the illness and prevent a renewed incapacity to work.
Further information
You can find further information on the addressed topics on the Deka Group’s website and/or in relevant documents.
Deka Group’s website:
You can find further information on the addressed topics on the Deka Group’s website and/or in relevant documents.
Deka Group’s website: