In order to strengthen our ability to innovate and to set ourselves up for the future, we intend to actively shape the work of the future in DB Group. Here, it is important to us to involve all employees, especially those who contribute to success in operational activities and in direct customer contact.  5 100,000 employees To the Strong Rail strategy

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Smart HR transformation project

With Smart HR, we are trying to become more efficient, more modern and more competitive. We are pursuing the replacement of our current HR management system with a cloud-based solution, in which employees can use HR products themselves at any time and location-independently. After a preparation and tender phase, the contract with the tender winner, the Oracle HCM Suite, was concluded. In addition, the readiness phase was successfully completed and the organization was thereby professionally prepared for the upcoming implementation. The final preparations for implementation, which starts in summer 2021, are currently being completed during the ramp-up phase. This includes the measures required to be able to work with the implementation resources and an implementation partner in the summer. Implementation is scheduled to run until 2024, with the first go-live scheduled for early 2023.

The Future of work and diversity

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. 


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.

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