14. Employment Rights

The company reports on how it complies with nationally and internationally recognised standards relating to employee rights as well as on how it fosters staff involvement in the company and in sustainability management, what goals it has set itself in this regard, what results it has achieved thus far and where it sees risks.

Deutsche Hypo has employees in Germany, Great Britain, France, the Netherlands, Poland and Spain. All of these countries have labour laws that meet the high standards in effect. In addition, Deutsche Hypo complies with all of the legal requirements of the countries in which it conducts business.

All employees are expressly encouraged to contribute to and participate in sustainability-related activities. All of the key sustainability documents can be found in the bank’s intranet, while Sustainability Newsletters are published from time to time. In addition, a staff survey on sustainability was conducted for the first time in 2014, and this will be repeated on a regular basis.

15. Equal Opportunities

The company discloses in what way it has implemented national and international processes and what goals it has for the promotion of equal opportunities and diversity, occupational health and safety, participation rights, the integration of migrants and people with disabilities, fair pay as well as a work-life balance and how it will achieve these.

The promotion of diversity has always played an important role in Deutsche Hypo. This includes a working environment in the Bank that is free of prejudice so that the Bank may benefit from the knowledge and ability of all staff, regardless of their gender, nationality, ethnic origin, religion or belief, disability, age, sexual orientation and identity. In order to underline its commitment to this stance, Deutsche Hypo signed the Charta der Vielfalt in Germany at the end of 2014. In addition, the recently published ethical principles clearly prohibit any form of discrimination. Any breach of this principle may result in disciplinary action. No such breaches were known for the 2015 reporting year or before.

As Deutsche Hypo only has employees in countries with labour laws that meet European labour standards, which among other things require the payment of a suitable wage or salary, Deutsche Hypo believes that these principles are met for its entire workforce. Deutsche Hypo also has a works council. In Germany employees are paid for example in accordance with the collective agreement for private and public banks.

Deutsche Hypo attaches great importance to a balance between work and family life. Since 2008 the Bank has offered its employees nursery places, holiday childcare for children of employees, emergency care facilities and elder care. A company agreement for alternating telework has also been concluded. Employees have the opportunity of spending some of their working time at home under certain conditions. Besides the balance between work and family life, the Bank is also focusing on workplace health management, which is currently being expanded. In addition to workplace social counselling, all employees are also currently offered a medical check-up and health coaching every three years from the age of 45.

16. Qualifications

The company discloses what goals it has set and what measures it has taken to promote the employability of all employees, i.e. the ability of all employees to participate in the working and professional world, and in view of adapting to demographic change, and where risks are seen.

Deutsche Hypo’s success is based on committed, well-qualified and experienced staff. Due to demographic change, the Bank is keen to tie its staff to the Bank for the long term and recruit further competent and capable staff where necessary. In addition to training courses, seminars and numerous development measures in day-to-day operations, part-time study plays a key role in personnel development in Deutsche Hypo. It is for this reason that Deutsche Hypo supports employees who study specialist or bank-related subjects part time. In 2014, Deutsche Hypo launched the orientation centre as part of its efforts to nurture and develop potential. Those who attend the orientation centre have the opportunity, under certain conditions, to be taken on in the Bank’s “Individual Development Support” programme, in which their development will be assisted for three years by individual support and advice given by the Personnel Department. The previously started management development series was also successfully completed. A total of five modules with different focal points took place in the year under review.


Key Performance Indicators to criteria 14 to 16

Key Performance Indicator G4-LA6
Type of injury and rates of injury, occupational diseases, lost days and absenteeism, and total number of work-related fatalities, by region and by gender. Link

In 2015, there were no reportable work accidents at Deutsche Hypo. No absenteeism due to work-related illness was reported. The absence rate due to illness was around 3.7 % in the year under review (previous year: 3.0%).

Key Performance Indicator G4-LA8
Health and safety topics covered in formal agreements with trade unions. Link

A company agreement on the reintegration of staff was concluded jointly with the works council in 2015, the purpose of which is to enable employees to get back to work and to keep working in the long term in a manner that is sustainable.


Key Performance Indicator G4-LA9
Average hours of training per year per employee, by gender and by employee category. Link

• Managers: 118 classroom-based seminar days (previous year: 52)
• Employees: 643 classroom-based seminar days (previous year: 459)
• Total: 761 classroom-based seminar days (previous year: 511)

Deutsche Hypo therefore allowed each employee on average 2 classroom-based seminar days in 2015 (previous year: 1.3).

Key Performance Indicator G4-LA12
Composition of governance bodies and breakdown of employees per employee category according to gender, age group, minority group membership, and other indicators of diversity. Link

In 2015, Deutsche Hypo had 57% male employees and 43% female employees. The two members of the Board of Managing Directors are male. Of the six members of the Supervisory Board, one is female (17% female quota). The share of female managers in Deutsche Hypo was around 11%. 

Employees by age group:
• 30 or under = 11.2% (previous year: 10.9%)
• 31–50 = 59.0% (previous year: 52.3%)
• 51 or over = 29.8% (previous year: 38.8%)

Key Performance Indicator G4-HR3
Total number of incidents of discrimination and corrective actions taken. Link

The ethical principles of Deutsche Hypo prohibit any form of discrimination due to e.g. their gender, age, disability, ethnic origin, religion or belief, sexual identity, political views or union activity. No such cases were reported in the year under review.

17. Human Rights

The company discloses what measures it takes, strategies it pursues and targets it sets for itself and for the supply chain for ensuring that human rights are respected globally and that forced and child labour as well as all forms of exploitation are prevented. Information should also be provided on the results of the measures and on any relevant risks.

Deutsche Hypo introduced a policy for human rights and labour standards at the end of 2015 in which the Bank acknowledges its social responsibility. However, as the bank’s purchases mainly relate to materials and office equipment, measures relating to the supply chain are a low priority for Deutsche Hypo. Moreover, the Bank assumes that the suppliers who are for the most part local to the region in which the offices are located (in Germany, Great Britain, France, the Netherlands and Poland) comply with human rights standards.

Key Performance Indicators to criteria 17

Key Performance Indicator G4-HR1
Total number and percentage of significant investment agreements and contracts that include human rights clauses or that underwent human rights screening. Link

Because the business of Deutsche Hypo is focused on the countries Germany, Great Britain, France, the Netherlands and Poland, it is not necessary for the Bank to undergo this screening.

Key Performance Indicator G4-HR9
Total number and percentage of operations that have been subject to human rights reviews or impact assessments. Link

All places of business are reviewed in terms of their relevance to or impact on human rights. Because Deutsche Hypo only employs people in countries that comply with European labour standards, human rights are guaranteed in all places of business. No complaints have been raised.

Key Performance Indicator G4-HR10
Percentage of new suppliers that were screened using human rights criteria. Link

In 2015 no suppliers or contractors underwent screening on human rights.

Key Performance Indicator G4-HR11
Significant actual and potential negative human rights impacts in the supply chain and actions taken. Link

No measures were taken. In the past there has been nothing to indicate that a screening might be necessary.

18. Corporate Citizenship

The company discloses how it contributes to corporate citizenship in the regions in which it conducts its core business activities.

Deutsche Hypo focuses its support on improving health care in Germany and in particular on cancer research. For this purpose, on the occasion of Deutsche Hypo’s 100th anniversary in 1972, the Johann-Georg-Zimmermann-Prize, which is awarded jointly with the Hannover Medical School (MHH), was created. Every year, two scientists are honoured with the Research Prize and the Medal. The Research Prize is awarded to a young junior researcher for their current scientific activity, while the Medal is awarded to a medical or non-medical personality who has demonstrated special commitment in the fight against cancer. The Research-Prize includes prize money of € 10,000, the Medal € 2,500. Since 1972 Deutsche Hypo has awarded prize money totalling more than € 800,000. The Johann-Georg-Zimmermann Prize is today one of the most prestigious cancer research prizes in Germany and is therefore recognition of the importance of scientists’ work for society.

At the instigation of staff, in 2010 the ‘Christmas wish tree’ project was established in Deutsche Hypo. This allows the Christmas wishes of children and young people from the “Güldene Sonne”, an educational and therapeutic residential centre in Rehburg-Loccum not far from Hanover, to come true. The Bank’s staff invest every year around € 2,000 from their own pocket for around 100 wishes. Support is also offered to the Christmas charity event of local newspaper Hannoversche Allgemeine Zeitung.


Key Performance Indicators to criteria 18

Key Performance Indicator G4-EC1
Direct economic value generated and distributed. Link

In the financial year 2015, Deutsche Hypo generated a result from normal operations of € 70.3 million (previous year € 41.4 million). As NORD/LB and its wholly-owned subsidiary Deutsche Hypo form a single fiscal unit for income tax purposes, Deutsche Hypo does not report any taxes at institute level. Total assets as at 31 December 2015 were € 26.9 billion (previous year: € 30.1 billion).

Donations and other sponsorship in 2015:
• Social € 2,910 (previous year: € 1,910)
• Sport € 250 (previous year: € 250)
• Research, sponsorship of business/science € 15,000 (previous year: € 16,000)
• Total € 18,160 (previous year: € 18,160)

19. Political Influence

All significant input relating to legislative procedures, all entries in lobby lists, all significant payments of membership fees, all contributions to governments as well as all donations to political parties and politicians should be disclosed by country in a differentiated way.

Deutsche Hypo is participating in the creation of a binding and transparent framework for the financial services sector in order to fulfil its economic and social responsibility. To this end it works in a number of associations, including the Association of German Pfandbrief Banks (vdp), the Association of German Banks, the German Property Federation (ZIA) and the Initiative Corporate Governance der deutschen Immobilienwirtschaft e.V. (ICG).

The following legislative procedures are of relevance to Deutsche Hypo: banking law and banking regulation, stock exchange and securities law, data protection law, anti-laundering measures and financial sanctions, trading law, company law and tax law.

Key Performance Indicators to criteria 19

Key Performance Indicator G4-SO6
Total value of political contributions by country and recipient/beneficiary. Link

Deutsche Hypo does not make any donations to political parties or party-affiliated organisations.

20. Conduct that Complies with the Law and Policy

The company discloses which measures, standards, systems and processes are in place to prevent unlawful conduct and, in particular, corruption, how they are verified, which results have been achieved to date and where it sees there to be risks. The company depicts how corruption and other contraventions in the company are prevented and exposed and what sanctions are imposed.

Assuming responsibility is part of the everyday life of a bank. This involves Deutsche Hypo avoiding any business or social commitments that conflict with the Bank’s social responsibility. Financing guidelines have been adopted for example to avoid controversial areas of business such as arms transactions and pornography. A Reputation Committee provides advice on issues relating to specific business transactions as and when required.

Deutsche Hypo has also appointed a Compliance Officer who also presides over the Compliance organisation of the NORD/LB Group. The main areas of activity are regulatory compliance, capital market compliance and prevention of money laundering / fraud compliance. The prevention of money laundering and terrorism financing is also regulated consistently due to the establishment of a Group Money Laundering Officer. Compliance with these guidelines is ensured through regular control and monitoring activities of the department Compliance and Safety and the Money Laundering Officer.

All employees of Deutsche Hypo are required to participate in web-based compliance training immediately upon employment and at least every three years thereafter. This training is designed to educate participants on compliance-related topics such as the prevention of money laundering, embargoes and other criminal activities.

Key Performance Indicators to criteria 20

Key Performance Indicator G4-SO3
Total number and percentage of operations assessed for risks related to corruption and the significant risks identified. Link

In 2015, Deutsche Hypo examined corruption risks as part of its risk analysis regarding other criminal activities (fraud) within the meaning of § 25h para. 1, sentence 1 of the German Banking Act. No significant risks were identified.

Key Performance Indicator G4-SO5
Confirmed incidents of corruption and actions taken. Link

There were no cases of corruption in Deutsche Hypo in 2015.

Key Performance Indicator G4-SO8
Monetary value of significant fines and total number of non-monetary sanctions for non-compliance with laws and regulations. Link

In 2015 no fines or non-monetary penalties were imposed on Deutsche Hypo.