The future of work and diversity 5 100,000 employees To the Strong Rail strategy
In the year under review, the new Group initiative “People. Make. The Future.” provided a suitable framework to address the future issues of the working environment throughout the Group and across all business units. The goal is to address important strategic issues in good time, exchange knowledge and test new ideas. The Covid-19 crisis has clearly demonstrated how quickly future issues (such as mobile working and leading at a distance) can become more relevant across the board. As a result, there was explicit focus on the topic of “new work” this year. We organized the specially launched Week of New Work for all employees, comprising a virtual themed week with internal experts and external input. It offered the opportunity to exchange ideas across the Group on topics such as new forms of cooperation, modern leadership, agile working and independent organization, as well as future job profiles. In addition, the Manual for New Work was published, containing many specific examples from the day-to-day work of DB employees. The examples and the reference to methods and tools are intended to encourage more employees to realign work and cooperation with meaning and customer benefits.
Important results were achieved in the HR-FutureLabs, which were launched in 2019 to develop specific prospects for future issues. In FutureLab 1, “Future Outlooks for Railway Industry Occupations,” the future job profiles of multiple unit drivers and construction supervisors were drawn up with appropriate recommendations for the support and further development of employees. FutureLab 2, “New Forms of Cooperation,” launched a DB-wide dissemination network for agile initial contact, which advises internal departments that wish to inform themselves on the topic of agile working and independent organization and/or set up their own agile methods. In addition, an overall consulting and qualification portfolio has been created for agile organizational development.
In order to systematically take into account relevant megatrends, an HR trend map was created in 2020 as a separate method for analyzing future topics. It shows the relevance of 35 future trends in Human Resources work in DB Group and indicates the challenges these present.
This year’s second Group-wide Diversity Week had the motto “See more. Identify more. Achieve more.” and was all about the topic of unconscious bias. The aim of the digital event was to show and discuss diversity within DB Group, and to network. Films, lectures, workshops, tips and tricks, and DB-specific “Diversity&Inclusion” online training provided participants with concrete ways of promoting diversity in everyday work.
30 % women in management
Increasing the share of women among executive roles is part of our comprehensive diversity strategy. The Management Board adopted new targets in March 2020 on the path to a gender-balanced workforce. The proportion of women in management-level roles in companies falling under the Law for the Equal Participation of Women and Men in Management Positions (Gesetz für die gleichberechtigte Teilhabe von Frauen und Männern an Führungspositionen; FüPoG) is expected to increase to a total of 30 % at the Supervisory Board, Management Board and first and second management levels by the end of 2024. The proportion of women in management positions in the relevant companies comprises 24.4 % of the organizational structure applicable at all levels as of December 31, 2020. The external recruitment of all target groups is also intended to increase the proportion of women in the overall workforce. The aim is to further advance the equal participation of women and men.
Through participation in the Women’s Career Index and an extensive internal survey entitled “Paradigms and potentials for women in management positions,” areas of action were identified and new measures to achieve the target proportion of women in these positions were derived. We want to attract more women and retain them in the Group in the long term through a combination of tailored employment conditions, individual career support, a targeted approach to women and the further development of the corporate culture.
