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.