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 options on the aspects of employment conditions are provided. The respective interest groups are always involved in the further development.
The work of the future and diversity
A systematic discussion of innovations and visions of the work of the future is taking place as part of the Group initiative “People. Make. The Future.” The goal is to address important strategic issues in good time, exchange knowledge and test new ideas. To this end, we regularly develop an overview of the relevant HR future trends with the HR trend map, which are discussed at various levels in DB Group in order to derive measures, projects and initiatives.
In the context of the changing working environment, the promotion of diversity within the Group is of critical importance. 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 a diversity dimension. The diversity managers of the business units and HR Group functions are also available to all employees as direct contact persons for diversity topics. In the Diversity Working Group and other project teams, they regularly work jointly on overarching goals. Employees with specific diversity concerns are supported by various bodies, such as the Group representative for severely disabled persons or the Social and Cultural Integration project (SUKI). DB Group’s employee networks form an important strategic element, in which employees engage on a voluntary basis and which are supported and promoted by central diversity management.
30% women in leadership
DB Group is aiming to increase the share 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 share of women in leadership positions in the companies concerned is 29.4% across all levels based on the organizational structure valid as of December 31, 2023 (as of December 31, 2022: 27.0%). External recruitment, attractive working conditions and internal measures to ensure employee retention and development are also intended to increase the share of women.
Employees with severe disabilities by age as of Dec 31 / NP | 2023 | 2022 | 2021 |
<30 years | 489 | 427 | 377 |
30 –49 years | 2,704 | 2,537 | 2,488 |
≥ 50 years | 9,226 | 9,269 | 9,419 |
Total | 12,419 | 12,233 | 12,284 |
Germany (companies with about 98% of domestic employees). Includes employees and vocational trainees with severe disabilities or equivalent circumstances.
The employment rate of severely disabled employees in Germany was 5.3% as of December 31, 2023, above the 5% quota required by law on average. The severely disabled employees are spread over numerous different fields of activity.
Employees by age as of Dec 31 / NP | 2023 | 2022 | 2021 |
<30 years | 34,144 | 31,342 | 30,312 |
30 –49 years | 103,862 | 97,117 | 94,064 |
≥ 50 years | 88,940 | 89,006 | 89,644 |
Total | 226,946 | 217,465 | 214,020 |
Germany (companies with about 98% of domestic employees).
Due to the continued high number of new hires, the share of employees over 50 years has continued to fall and as of December 31, 2023, was around 39% (as of December 31, 2022: around 41%).
Work-life balance
We acknowledge social changes and the wishes of employees when organizing working hours. Our efforts to continuously improve flexibility in working hours help to increase our attractiveness as an employer and are therefore of great importance for employee retention and recruitment.
- With the elective working hours model, employees can decide whether to reduce their working hours by one or two hours per week, have six or 12 additional vacation days per year or receive a higher salary.
- Our employees have several options for their use of overtime. In addition to the classic options of administrative leave or remuneration, employees covered by collective bargaining agreements can add time credit from overtime, as well as vacation days and remuneration, to an individual long-term time account and take paid leave at a later date. Care is taken to ensure that statutory regulations concerning working hours are observed. In addition, overtime is only allowed with both parties’ consent.
- With employer-financed contributions to the DEVK pension fund, DB Group offers an attractive retirement pension to supplement the statutory pension.
- Employees covered by collective bargaining agreements are also able, by request, to convert time credits from overtime, additional vacation for rotating shift work, shift work and night work, or vacation under a collective bargaining agreement in excess of statutory vacation into the company pension plan (CPP) in full or in part, allowing them to save for their retirement. Conversion to the CPP are additionally supported by DB Group.
- In the companies with shift and rotating shift work, we are strengthening the participation of employees in the planning and individualization of working hours within the framework of operational working hours projects.
Further information can be found in the section Social and fringe benefits.