Why people are at the heart of Deutsche Bank’s success in China and Asia-Pacific
- Germany’s leading bank with strong company culture playing a key role in attracting talent and expanding coverage in the region
- Deutsche Bank aims to become employer of choice with a people-first approach that drives its diversity and inclusion agenda to tackle industry biases
Many organisations around the world are experiencing a period of rapid transformation as a result of economic, environmental and social pressures, challenging traditional business models and driving a reinvention of the workplace environment.
A PwC survey last year of more than 19,000 employees from organisations across Asia revealed that employers and employees think that to remain relevant, there is a need to transform the workplace into one in which people are motivated, engaged and committed. The report suggests that 49 per cent of employees believe their employers will go out of business within 10 years if they do not evolve; this figure rises to 52 per cent among Gen Z, or digital natives.
Yet one organisation is making its claim as a benchmark for employers of the future, with a people-first culture that champions an inclusive workforce, professional development and team spirit. Deutsche Bank, which has had a presence in Hong Kong for 66 years and mainland China for more than 150, is reinforcing its status as a global bank. Its net revenue reached €28.9 billion (US$31.3 billion) last year, a 6 per cent increase from 2022, indicating that its “people-first” culture is paying dividends.
The bank’s positioning comes at a time when it is mapping out a sustainable future: one where growth is balanced with a “culture of care” that values not only performance but also the autonomy, mental health and flexibility of its employees. This in-house culture aims to provide an open, friendly environment and overcome some long-held prejudices in the banking sector, ultimately attracting talent and encouraging loyalty.
The bank has a raft of initiatives that support the longer-term needs of employees through significant personal milestones and professional development. They include extending parental leave benefits to 26 weeks for primary carers and 16 weeks for non-primary carers in Asia-Pacific, compared to the statutory 14 weeks and five days respectively in Hong Kong. They also include a global “35 by 25” initiative to have 35 per cent of executive positions filled by women by 2025 – a target already exceeded in Hong Kong and across Asia-Pacific.
