Deka supports all employees in creating a working environment that provides them with the best possible conditions for their professional and personal development. This includes the provision of technical equipment and the relevant systems, as well as needs-based training and new learning formats for everyday work. AI and digitalisation are currently an important focus of the learning programme.
To ensure the long-term success of the Deka Group, the key responsibilities of HR management are:
To ensure the long-term success of the Deka Group, the key responsibilities of HR management are:
- recruiting new employees and retaining them over the long term
- continuously developing employees
- creating a results-oriented, future-proof and healthy working environment
- promoting diversity and equal opportunities
In this context, employee feedback is important to us: In order to act in a needs-based and future-oriented manner at all times, Deka’s Strategy & HR division regularly engages in dialogue with managers and employees.
People Development
At least once a year, Deka employees discuss their individual development needs with their managers. As part of this process, they also agree on further training measures. In addition to traditional formats, Deka offers a range of practical options, for example:
- taking on new responsibilities as part of projects
- training courses and continuing professional development alongside work
- short digital formats that can be easily integrated into the working day
Lifelong learning reflects our learning and development philosophy at Deka. Deka also offers a talent programme and trainee programmes for university graduates. Find out more here. The internal learning platform DekaLearning offers future-oriented development opportunities that are continuously expanded and enhanced.
Equality
Equal opportunities for women and men are particularly important to us, as is promoting the compatibility of work and family life and embracing the diversity within our workforce. In our sixth Equality Plan, we document our objectives and measures aimed at further enhancing Deka’s attractiveness in the competition for the best talent.
Work-life Balance
Equal opportunities also include enabling the best possible balance between professional and private life. To this end, Deka provides all employees, regardless of their location, with advice on childcare and care for relatives in need of care.
Deka supports its employees with childcare through available spots at creches and kindergartens in Frankfurt, free emergency childcare and holiday childcare. This offering is complemented by regular in-house holiday childcare at our location in Frankfurt Niederrad.
Women in Management Positions and Professional Advancement for Women
We are committed to increasing the number of women in management positions and promoting women’s professional advancement. A Women’s Assembly is held every year and is regularly attended by at least one member of the Deka Group’s Executive Board. We also organise the DekaFrauenFokus event series, which focuses on topics such as “Women in AI”. In addition, two independent women’s networks within the Deka Group promote internal networking: “Frauennetzwerk@deka” and “Women in Red”. Both networks were founded by female employees and managers within the Deka Group.
For further insights, please visit our career page.
For further insights, please visit our career page.
Diversity
We treat all employees of the Deka Group with equal appreciation and respect. We know that every difference enriches us and our collaboration—whether it relates to cultural background, life experience or the individual talents of each person. As a signatory of the Diversity Charter, all dimensions of diversity are important to us. We value our diverse workforce and welcome everyone who shares our values and would like to contribute their individuality and potential to our organisation in the future.
Diversity management and its measures, together with the Diversity Council—which includes members of Deka’s Executive Boards—strengthen the promotion and appreciation of diversity within the Deka Group. As part of the corporate and HR strategy, diversity management pursues quantitative and qualitative objectives and monitors all dimensions of diversity in order to create an inclusive working environment and equal opportunities.
For us, taking responsibility also means implementing measures to prevent and counteract discrimination, sexual harassment and bullying. We consistently investigate violations of the Code of Ethics and other discriminatory forms of conduct, such as threatening, hostile or abusive behaviour.
Diversity management and its measures, together with the Diversity Council—which includes members of Deka’s Executive Boards—strengthen the promotion and appreciation of diversity within the Deka Group. As part of the corporate and HR strategy, diversity management pursues quantitative and qualitative objectives and monitors all dimensions of diversity in order to create an inclusive working environment and equal opportunities.
For us, taking responsibility also means implementing measures to prevent and counteract discrimination, sexual harassment and bullying. We consistently investigate violations of the Code of Ethics and other discriminatory forms of conduct, such as threatening, hostile or abusive behaviour.
Exercise, Sport and Nutrition at Deka
A wide range of sports and exercise programmes, as well as various healthy-eating offers, are available to employees of the Deka Group via a digital internal health platform. This enables employees to make use of programmes individually and flexibly. The programmes are provided either by Deka itself or by external partners and are financially supported by Deka.
Workplace Safety, Medical Care and Return-to-Work Management
Workplace safety is also an important aspect of long-term health. In the area of workplace health and safety, Deka complies with all relevant laws, regulations and statutory requirements. On request, Deka offers employees occupational medical examinations and advice, with a particular focus on prevention and health promotion.
All employees are required to complete an online course on key aspects of workplace health and safety once a year. Following longer periods of absence due to illness, we support employees through close assistance as part of our company reintegration management programme and help them return to their workplace step by step.
All employees are required to complete an online course on key aspects of workplace health and safety once a year. Following longer periods of absence due to illness, we support employees through close assistance as part of our company reintegration management programme and help them return to their workplace step by step.