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Diversity

Diversity at Deutsche Börse Group

Sustainability

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 105 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 2019)  
Employees: 6,775thereof women: 2,60438%

Proportion of women at management level

(as at 31 December 2019)  

Senior and middle management (Managing Director, Head of Department, Head of Section): 327

thereof women: 4915%
Junior management (Head of Unit): 414thereof women: 11127%

Proportion of women in the committees of Deutsche Börse AG

(as at December 2019)  
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: 233%
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.

Our various talent development programmes – which are also concerned with providing women with the qualifications necessary to fill managerial positions – contribute to the long-term promotion of women in management positions. Deutsche Börse Group will continue to adhere to this gender diversity approach in the future.

Target quotas for women

The Deutsche Börse AG Executive Board has set targets for the proportion of women at the two management levels below the Executive Board of Deutsche Börse AG, in line with the German Act for the equal participation of women and men in management positions in the private and public sectors (FührungsposGleichberG) and in accordance with section 76 (4) of the German Stock Corporation Act. By 31 December 2021, the aspired proportion of women at the first management level below the Executive Board is 15 per cent; at the second management level, it is 20 per cent. As of 31 December 2019, the proportion of women at Deutsche Börse AG in Germany was 20 per cent at the first management level below the Executive Board and 18 per cent at the second management level.

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 2019, these quotas stood at 15 per cent for upper and middle management levels and 27 per cent for lower management positions. For Germany, the quotas were 16 per cent and 22 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.