Social and fringe benefits
In addition to offering compensation that is fair and commensurate with performance, an attractive employer-financed company pension scheme and support for private provision, we also offer a wide range of social and fringe benefits. The five major social partners (Bahn-Sozialwerk, Bahn-Betriebskasse, Verband Deutscher Eisenbahner Sportvereine, DEVK-Versicherungen and Sparda-Banken) offer benefits packages for our employees. In cooperation with BSW and awo lifebalance, we offer our employees various options for childcare. Up to 90 childcare places are available at our facility Bahnbini in Frankfurt am Main, and 192 places are available at external childcare facilities. During the summer vacation, our employees’ children can take part in our DB RasselBAHNde vacation program at various DBsites. Parents also receive support from awo lifebalance in their search for childcare options, emergency and vacation care services, as well as with the placing of au pairs and day care personnel. Through awo lifebalance, we also offer our employees extensive support in caring for relatives.
Employees by working hours and gender as of Dec 31 (NP) | 2020 | 2019 | 2018 | |
Full-time | 193,844 | 188,820 | 180,163 | |
thereof women | 37,243 | 36,122 | 34,078 | |
Part-time | 23,184 | 22,480 | 20,729 | |
thereof women | 13,292 | 13,072 | 12,340 | |
Total | 217,028 | 211,300 | 200,892 | |
Germany (companies with 100 % of domestic employees, about 98 % in 2018).
DB Group offers various part-time models. This supports a better balance between career and family.
Employees by contract type as of Dec 31 (NP) | 2020 | 2019 | 2018 | |
Permanent | 206,970 | 200,392 | 190,770 | |
thereof women | 47,541 | 46,033 | 43,549 | |
Temporary | 10,058 | 10,908 | 10,122 | |
thereof women | 2,993 | 3,161 | 2,869 | |
Total | 217,028 | 211,300 | 200,892 | |
Germany (companies with 100 % of domestic employees, about 98 % in 2018).
The share of employees with permanent employment contracts in Germany remained very high at over 95 %.
Agency personnel as of Dec 31 (NP) | 2020 | 2019 | 2018 | |
Total | 2,232 | 3,458 | 3,751 | |
Germany (companies with about 99 % of domestic employees).
Use of agency workers reduced due to the Covid-19 pandemic.
We are continually developing the employment conditions for executives and employees not subject to collective wage agreements. The remuneration policy and the structure of ancillary services is based on the DB Group’s strategy. Since 2020, variable compensation has consistently been aligned with the top objectives of the Strong Rail strategy. In the context of continued efforts to standardize variable remuneration systems in the integrated rail system, the variable compensation system for employees covered by collective bargaining agreements was aligned with the profit share system for executives and employees not covered by collective bargaining agreements with effect from 2020.
- To improve work-life balance, executives and employees not subject to collective wage agreements are able to negotiate a sabbatical of up to six months. We also support the provision of part-time executive employment and interim management.
- We launched the “Special semi-retirement for executives in DB Group” program. The purpose of the program is to reduce executives’ individual workload while maintaining the employability of older executives until the statutory retirement age.
We are committed to ensuring a working environment that is free from discrimination and bullying. Capable assistance for clarifying and handling conflict situations is available from the intra-Group ombudsperson for all employees as well as HR personnel, in addition to the rules in the Group Employer/Works Council Agreements (Konzernbetriebsvereinbarung; KBV), such as the KBV for equal treatment and protection against discrimination, or the KBV for balancing work, family and life stage, as well as guidelines such as those on the Federal General Act on Equal Treatment (Allgemeines Gleichheitsbehandlungsgesetz) and on company integration management, or compliance guidelines. The focus in all this is on non-bureaucratic and independent extrajudicial settlement of conflicts. The ombudsperson also coordinates the intra-Group pool of mediators. Actively engaging with disputes and preventive efforts contributes to a constructive dispute resolution environment, and so to a cooperative and positive corporate culture.
