Targets (S1-5)
The following targets are derived from the principles, procedures and actions described in S1-1 to S1-4. They specify DB Group’s HR strategy with regard to a responsible, equitable and sustainable employment culture for all employees which should lead, among other things, to a long-term increase in the share of women in leadership positions.
Gender equality and equal pay for work of equal value
DB Group pursues the target of consistently promoting gender equality. Equal treatment of women is enshrined in the Strong Rail strategy and the Group guideline on HR management. The following targets were defined with a view to reducing the underrepresentation of women:
- By the end of 2035, the share of women in leadership positions across the Group is to be increased to at least 40%. An interim target of 35% has been set for 2029.
- There is also an ambition to increase the share of women in the overall workforce to 28% by 2035.
The women in leadership positions target covers the Supervisory Board, the Management Board/Executive Board and the first and second management levels below the Management Board of the 35 Group companies affected by the Second Management Positions Act (Führungspositionen-Gesetz; FüPoG II), which account for about 99% of employees in Germany.
The Group companies affected by the FüPoG and the relevant Group committees were consulted before the resolution was passed. Progress is recorded and evaluated on a quarterly basis and reported to the Management Board and the HR Board.
The share of women in leadership positions as of December 31, 2025 was unchanged compared to the end of the previous year. There were slight fluctuations over the course of 2025, but a sustained increase was not recorded for the time being due to the ongoing modernization and transformation processes. The organizational changes in DB Group led to a dynamic change in leadership positions, including the elimination of positions in areas that previously had a high share of women. DB Group continues to pursue the target of increasing the share of women at all management levels and will use the developments in the transformation process to drive forward the achievement of this target in the medium and long term.
In 2025, there were no measurable, time-bound and outcome-oriented targets within the meaning of the ESRS for further material topics in relation to working conditions. Information on tracking the effectiveness of our measures can be found under Actions (S1-4).