Building a diverse, equitable and inclusive organisation is a continual process. Every policy, practice and programme we put in place gets us closer to meeting our goals. Our most senior leaders are accountable for accelerating the pace of change, particularly with the advancement of women into senior positions. The increase in representation and advancement of under-represented groups is also a key priority. Our long-standing advocacy on behalf of the LGBTQI community remains a source of pride and inspiration for us globally.

We offer a range of benefits and programmes to support our employees inside and outside of work. For example, our Accomplished Top Leaders Advancement Strategy (ATLAS) programme for women Managing Directors boasts a 100 percent success rate of alumni moving into new and more senior roles, including onto the Management Board.

Additionally, we offer flexible working arrangements and job-sharing opportunities. In a number of countries, we have established a gender-neutral and LGBTQI inclusive parental leave framework exceeding local requirements. We further support working parents by partnering with childcare centres near offices in our major hubs and contribute to the cost of childcare in some locations.

You can read more about our approach, initiatives and results in our latest Non-Financial Report.

We are proud to have a variety of voluntary, employee-led groups uniting colleagues from different backgrounds, experiences and business areas that inspire and embed inclusion in our daily interactions. Our Employee Resource Groups (ERGs) are driven by a common purpose: to create a better workplace – for everyone. ERGs host events, mentoring programmes, learning and development opportunities, topical discussions and community outreach. Depending on location, our ERG communities support women, LGBTQI (dbPride), people of colour, physical and mental wellbeing (dbEnable), caregivers, fathers, generations, and veterans (VOWS – Veterans on Wall Street®).