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Work of the future
Employment conditions
We are continuing to improve employment conditions, based on current and future social developments, as well as employees’ and applicants’ expectations of a modern employer. Issues such as flexibility, participation and individualization are highly important. Further developments are communicated to employees in a way that is tailored to the target audience, and feedback is provided on the aspects of employment conditions. The respective interest groups are always involved in the further development.
The work of the future and diversity
Part of the Group initiative “People. Make. The Future.” involves systematic discussion of innovations and visions of the work of the future with the goal of addressing important strategic issues in good time, exchanging knowledge and testing new ideas. To this end, we regularly develop an overview of the relevant HR future trends with the HR trend map, which we discuss at various levels in DB Group in order to derive measures, projects and initiatives.
DB Group’s commitment to the diversity of its employees is anchored in the Strong Rail strategy. Every member of the Management Board has assumed responsibility for one dimension of diversity, with Martin Seiler, Member of the Management Board responsible for Human Resources and Legal, responsible for the topic as a whole. In addition, the diversity managers of the business units are available to employees as direct contact persons if they have any issues regarding diversity. Employees with specific diversity concerns are also supported by various bodies, such as the Group’s representative body for disabled persons or the “Social and cultural integration” project.
In 2022, we continued to implement a wide range of measures to ensure equal opportunities across genders and to create an inclusive working environment for all employees under the banner of the “Einziganders.” (Uniquely Different) initiative. These include further flexibility in working conditions with the introduction of “Wo Du Willst-Jobs” (“Jobs where you want”), in which employees can freely choose their place of employment within Germany, or the expansion of the intra-Group initiative “Frau Dich!” (Woman up!) which offers exclusive career advice for women.
30% women in leadership
DB Group is aiming to increase the proportion of women in executive roles in companies subject to the Second Act on Equal Participation of Men and Women in Management Positions (FüPoG II) 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 executive positions in the companies concerned is 27.0% across all levels based on the organizational structure valid as of December 31, 2022 (as of December 31, 2021: 25.4%). External recruitment, attractive working conditions and internal measures to ensure employee retention and development are also intended to increase the proportion of women.
Work-life balance
Employees by working hours and gender as of Dec 31 / NP | 2022 | 2021 | 2020 |
Full-time | 304,725 | 304,280 | 303,474 |
thereof women | 67,891 | 65,893 | ‒ |
Part-time | 32,159 | 32,710 | 32,803 |
thereof women | 16,456 | 16,461 | ‒ |
Total | 336,884 | 336,990 | 336,278 |
Employees by contract type as of Dec 31 / NP | 2022 | 2021 | 2020 |
Permanent | 317,306 | 316,012 | 314,975 |
thereof women | 77,972 | 75,949 | ‒ |
Fixed-term | 19,578 | 20,978 | 21,303 |
thereof women | 6,375 | 6,405 | ‒ |
Total | 336,884 | 336,990 | 336,278 |
