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Social responsibility – staff numbers

Our unique business model relies upon the sustainable expertise, experience and international diversity of our staff in all market cycles.

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Personnel structure

After staff levels had risen by 14 employees (2.5%) during 2014, the year under review saw an increase in the number of active employees by 28 (4.8%) to 609 staff. This figure does not reflect the 14 employees with inactive employment relationships, in particular the non-working phase of semi-retirement, maternity or parental leave. The staffing numbers for the years 2011–2015 shown here also include employees of the LogPay Financial Services GmbH subsidiary.

Staff levels 2011-2015

DVB Bank's staff levels 2011-2015

Rising staff numbers over recent years were largely due to a significant increase in workload, and additional staff required in response to greater legal and regulatory requirements. This trend prevailed during 2015, affecting staffing levels in the service areas in particular: at 235 employees, the number was 6.3% higher than in the previous year (year-end 2014: 221 employees).

Distribution of 609 employees by business division

Distribution of DVB Bank's employees by business division as at 31 Dec 2015

Nationalities and work at international locations

DVB’s business model is international in every conceivable way, and therefore diversity management has been a part of day-to-day life at DVB for quite some time. Once again, this was evident in the structure of our team: DVB Bank Group’s employees hailed from a total of 41 different countries in the year under review, and there are 30 different nationalities represented within our core Transport Finance business.

Nationalities 2015

  Group
   Transport Finance/
Investment Management


Number %   Number %

German

261
42.9
  56
17.8
Dutch 74
12.1
  57
18.2
British 72
11.8
  51
16.2
Singaporean 39
6.4
  30
9.6
US-American 29
4.8
  22 7.0
Norwegian 20
3.3
  17
5.4
Greek 19 3.1
  16
5.1
34 additional nationalities within DVB
95
15.6  

23 additional nationalities in Transport Finance/Investment Management

  65
20.7
Total
609
100.0
  314
100.0

German
Group
 
Number 261
% 42.9
Transport Finance/Investment Management
 
Number 56
% 17.8
Dutch
Group  
Number 74
% 12.1
Transport Finance/Investment Management
 
Number 57
%
18.2
British
Group  
Number
72
% 11.8
Transport Finance/Investment Management
 
Number
51
% 16.2
Singaporean
Group  
Number
39
% 6.4
Transport Finance/Investment Management
 
Number
30
% 9.6
US-American
Group  
Number
29
% 4.8
Transport Finance/Investment Management
 
Number
22
%
7.0
Norwegian
Group  
Number
20
% 3.3
Transport Finance/Investment Management
 
Number
17
% 5.4
Greek
Group  
Number
19
% 3.1
Transport Finance/Investment Management
 
Number
16
% 5.1
34 additional nationalities within DVB
Group  
Number
95
% 15.6
Transport Finance/Investment Management
 
Number

%
23 additional nationalities in Transport Finance/Investment Management
Group  
Number

%
Transport Finance/Investment Management
 
Number
65
% 20.7
Total
Group  
Number
609
% 100.0
Transport Finance/Investment Management
 
Number
314
% 100.0

 

329 staff members (2014: 320) in active employment worked in our various international locations at the end of 2015; in other words, they are active in those international transport markets where the Bank’s clients are located. At 280, the number of staff in active employment at DVB’s German offices in Frankfurt/Main and Hamburg showed an increase of 7.3% over the previous year (2014: 261).

Distribution of staff members in active employment by location

  Group
   Transport Finance/
Investment Management


2015 2014
%   2015
 2014 %

Frankfurt/Main and Hamburg

280
261
7.3
  49
44
11.4
London 101
93
8.6
  73
68
7.4
Amsterdam 67
64
4.7
  56
54
3.7
Rest of Europe
35
38
–7.9
  30
34
–11.8
Europe
483
456
5.9
  208
200
4.0
New York
39
41
–4.9
  34
36
–5.6
Curaçao
22
22

  17
17

North and South America
61
63
–3.2
  51
53
–3.8
Singapore
60
58
3.4
  50
47
6.4
Tokyo 5
4
25.0
  5
4
25.0
Asia
65
62
4.8
  55
51
7.8
Total
609
581
4.8
  314
304
3.3

Frankfurt/Main and Hamburg

Group  
2015 280
2014 261
% 7.3
Transport Finance/Investment Management
 
2015 49
2014 44
% 11.4
London
Group  
2015 101
2014 93
% 8.6
Transport Finance/Investment Management
 
2015 73
2014 68
% 7.4
Amsterdam
Group  
2015 67
2014 64
% 4.7
Transport Finance/Investment Management
 
2015 56
2014 54
%
3.7
Rest of Europe
Group  
2015 35
2014 38
% –7.9
Transport Finance/Investment Management
 
2015 30
2014 34
% –11.8
Europe (total)
Group  
2015 483
2014 456
% 5.9
Transport Finance/Investment Management
 
2015 208
2014 200
% 4.0
New York
Group  
2015 39
2014 41
% –4.9
Transport Finance/Investment Management
 
2015 34
2014 36
% –5.6
Curaçao
Group  
2015 22
2014 22
%
Transport Finance/Investment Management
 
2015 17
2014 17
%
North and South America (total)
Group  
2015 61
2014 63
%
–3.2
Transport Finance/Investment Management
 
2015 51
2014 53
%
–3.8
Singapore
Group  
2015 60
2014 58
%
3.4
Transport Finance/Investment Management
 
2015 50
2014 47
%
6.4
Tokyo
Group  
2015 5
2014 4
%
25.0
Transport Finance/Investment Management
 
2015 5
2014 4
%
25.0
Asia (total)
Group  
2015 65
2014 62
%
4.8
Transport Finance/Investment Management
 
2015 55
2014 51
%
7.8
Total
Group  
2015 609
2014 581
%
4.8 
Transport Finance/Investment Management
 
2015 314
2014 304
%
3.3 

Diversity Charta

At DVB, people work in international offices, in multi-national and cross-cultural working groups and project teams. This “mixed bag” creates, quite naturally, a working environment in which people treat each other with respect, and in which they see working with colleagues from different cultural backgrounds as nothing out of the ordinary.

Ultimately, it is this positive culture of diversity that is convincing to our clientele and business partners. Understanding this, we joined the Diversity Charter back in 2007. By joining this corporate initiative we committed ourselves to ongoing active promotion of our workforce’s diversity.

Demographic management

On average, the population and workforce are ageing. Changes in the age structure have a comparable impact throughout all the industrialised nations in which DVB is represented. The concept of demographic management means to recognise the ageing of the population as a long-term trend, to accept it as a challenge for the Bank, and to find constructive solutions for it.

At the end of 2015, the breakdown of DVB's staff by age and gender was as follows:

Age structure and gender allocation 2015

  Male
  Female
   Total

Number %    Number %   Number
%

Under 30 years

36
10.0
  25 10.1
  61
10.0
30 to 34 years
42
11.6
  38
15.3
  80
13.1
35 to 39 years
67
18.6
  50
20.2
  117
19.2
40 to 44 years
56
15.5
  46
18.5
  102
16.8
45 to 49 years
66
18.3
  38
15.3
  104
17.1
50 to 54 years
54
14.9
  24
9.7
  78
12.8
55 years or older
40
11.1
  27
10.9
  67
11.0
Total
361
100.0
  248
100.0
  609
100.0

Under 30 years

Male
 
Number 36
% 10.0
Female
 
Number 25
% 10.1
Total  
Number
61
%
10.0
30 to 34 years
Male  
Number 42
% 11.6
Female
 
Number 38
%
15.3
Total
 
Number
80
%
13.1
35 to 39 years
Male  
Number
67
% 18.6
Female
 
Number
50
% 20.2
Total  
Number
117
%
19.2
40 to 44 years
Male  
Number
56
% 15.5
Female
 
Number
46
% 18.5
Total
 
Number
102
%
16.8
45 to 49 years
Male  
Number
66
% 18.3
Female
 
Number
38
%
15.3
Total
 
Number
104
%
17.1
50 to 54 years
Male  
Number
54
% 14.9
Female
 
Number
24
% 9.7
Total
 
Number
78
%
12.8
55 years or older
Male  
Number
40
% 11.1
Female
 
Number
27
% 10.9
Total
 
Number
67
%
11.0
Total
Male  
Number
361
% 100.0
Female
 
Number
248
% 100.0
Total
 
Number
609
%
100.0

Of the total of 609 employees, 361 were men and 248 were women, as at the end of 2015 (previous year: 581 employees comprising 350 men and 231 women).

  • 23.8% of employees were 50 years or older (previous year: 21.9%).
  • 33.9% of employees were between 40 and 49 years of age (previous year: 36.1%).
  • 32.3% of employees were between 30 and 39 years of age (previous year: 33.4%).
  • 10.0% of employees were younger than 30 years (previous year: 8.6%).

Given the heavy workloads and the new challenges that constantly arise, we are confronting the question of how DVB can motivate these experienced employees for the long term, and secure their loyalty to DVB. This is where our in-house training concept comes in: by establishing a variety of learning options, and integrating them into our corporate environment, we secure the readiness and commitment of our employees.

Diversity at management levels

The German Federal Government set a gender quota in March 2015 by passing the Act on Equal Participation of Women and Men in Executive Positions in the Private and the Public Sector. In abidance of this law, DVB Bank SE – as a publicly listed company subject to one-third participation as a form of co-determination – laid down the following targets, valid until 30 June 2017:

  • Supervisory Board – female quota of 11%
    Since ordinary elections for the Supervisory Board will not be held until the Annual General Meeting in 2019, the current composition of the Supervisory Board may change only in case of extraordinary retirement.

    Prof Dr h.c. Stephan Götzl resigned from his office as a shareholder representative to the Supervisory Board of DVB Bank SE, with effect from 31 October 2015. Under a local court order dated 23 February 2016, Dr Kirsten Siersleben, Head of DZ BANK AG's General Secretariat, was appointed as new shareholder representative to the Supervisory Board, effective 1 March 2016.

    As a result, the female quota on DVB Bank SE's Supervisory Board increased to 22% as at the 1st of March, thus exceeding the defined target quota.


  • Board of Managing Directors – female quota of 0%
    A more timely increase is not possible, unless in case of an extraordinary retirement of a member of the Board of Managing Directors or in case of the appointment of a fourth member of the Board of Managing Directors.

  • First management level – female quota of 19%
    A more timely increase is not possible, unless in case of an extraordinary retirement of a tier one manager or in case of the creation of additional positions on this level.

  • Second management level – female quota of 33%
    The Board of Managing Directors refrained from setting the minimum quota of 30% as a target, which would be below the current share of female managers at that level, but decided to keep the current higher quota instead.

The targets match the gender quotas DVB Bank SE achieved as at 30 September 2015.

At 31 December 2015, the two top management levels below the Board of Managing Directors comprised 78 executives, who either reported directly to the Board of Managing Directors or who worked as team leaders. Women held 21 (26.9%) of these executive positions, with men accounting for the remaining 57 (73.1%). The share of female executives was up slightly year-on-year (end of 2014: 70 employees on the two top management levels; 17 positions held by women equalling 24.3%). These numbers only apply to DVB Bank SE.

Development of female quota 2011-2015

Development of DVB Bank's female quota 2011-2015

Staff loyalty

DVB relies on a very loyal workforce: at 31 December 2015, 366 employees (60.1% of the overall workforce) had been working at DVB for more than five years (previous year: 367 employees or 63.2%).

Staff fluctuation due to voluntary resignations remained low, at 3.7% in 2015 (previous year: 5.0%).

Staff loyalty 2015, measured in terms of the length of employment


Male
  Female
   Total

Number %    Number %   Number
%

Less than 5 years

136
37.7
  107
43.2
  243
39.9

More than 5 years

113
31.3
  71
28.6
  184
30.2

More than 10 years

63
17.5
  29
11.7
  92
15.1

More than 15 years

24
6.6
  19
7.7
  43
7.1

More than 20 years

8
2.2
  11
4.4
  19
3.1

More than 25 years

12
3.3
  8
3.2
  20
3.3

More than 30 years

5
1.4
  3
1.2
  8
1.3
Total
361
100.0
  248
100.0
  609
100.0

Less than 5 years

Male
 
Number 136
% 37.7
Female
 
Number
107
% 43,2
Total  
Number
243
%
39.9

More than 5 years

Male  
Number
113
% 31.3
Female
 
Number
71
%
28.6
Total
 
Number
184
%
30.2

More than 10 years

Male  
Number
63
% 17.5
Female
 
Number
29
% 11.7
Total  
Number
92
%
15.1

More than 15 years

Male  
Number
24
% 6.6
Female
 
Number
19
% 7.7
Total
 
Number
43
%
7.1

More than 20 years

Male  
Number
8
% 2.2
Female
 
Number
11
%
4.4
Total
 
Number
19
%
3.1

More than 25 years

Male  
Number
12
% 3.3
Female
 
Number
8
% 3.2
Total
 
Number
20
%
3.3

More than 30 years

Male  
Number
5
% 1.4
Female
 
Number
3
% 1.2
Total
 
Number
8
%
1.3
Total
Male  
Number
361
% 100.0
Female
 
Number
248
% 100.0
Total
 
Number
609
%
100.0

Professional experience of our staff

Experience in transport finance – or in the global transport industry in general – is one of the key indicators that characterises the vast expertise of our employees. In DVB’s core business (Shipping Finance, Aviation Finance, Offshore Finance, Land Transport Finance, Corporate Finance and Investment Management) the relevant industry-specific experience of our employees remained at a high average of 13.1 years (previous year: 13.2 years). Of these employees, 39.2% had more than 15, and 24.4% more than 20 years' relevant experience (previous year: 37.6% and 20.5%).

Relevant professional experience


  2015    2014
Business division
Average relevant professional experience (years) Employees with more than ten years' transport finance experience (%)   Average relevant professional experience (years) Employees with more than ten years' transport finance experience (%)

Shipping Finance

11.8
53.8
  11.7
50.5
Aviation Finance
14.2
64.3
  14.2
64.0
Offshore Finance
13.4
70.0
  15.3
70.0
Land Transport Finance
14.5
75.0
  15.2
71.4
Corporate Finance
12.7
58.3
  11.0
54.5
Investment Management
15.4
72.2
  16.1
73.7
ITF Suisse
15.9 75.0
  15.2
66.7
Total
13.1
61.2
  13.2
58.5

Shipping Finance
2015
 
Average relevant professional experience (years)
11.8
Employees with more than ten years' transport finance experience (%)
53.8
2014
 
Average relevant professional experience (years)
11.7
Employees with more than ten years' transport finance experience (%)
50.5
Aviation Finance
2015  
Average relevant professional experience (years)
14.2
Employees with more than ten years' transport finance experience (%)
64.3
2014
 
Average relevant professional experience (years)
14.2
Employees with more than ten years' transport finance experience (%)
64.0
Offshore Finance
2015  
Average relevant professional experience (years)
13.4
Employees with more than ten years' transport finance experience (%)
70.0
2014
 
Average relevant professional experience (years)
15.3
Employees with more than ten years' transport finance experience (%)
70.0
Land Transport Finance
2015  
Average relevant professional experience (years)
14.5
Employees with more than ten years' transport finance experience (%)
75.0
2014
 
Average relevant professional experience (years)
15.2
Employees with more than ten years' transport finance experience (%)
71.4
Corporate Finance
2015  
Average relevant professional experience (years)
12.7
Employees with more than ten years' transport finance experience (%)
58.3
2014
 
Average relevant professional experience (years)
11.0
Employees with more than ten years' transport finance experience (%)
54.5
Investment Management
2015  
Average relevant professional experience (years)
15.4
Employees with more than ten years' transport finance experience (%)
72.2
2014
 
Average relevant professional experience (years)
16.1
Employees with more than ten years' transport finance experience (%)
73.7
ITF Suisse
2015  
Average relevant professional experience (years)
15.9
Employees with more than ten years' transport finance experience (%)
75.0
2014
 
Average relevant professional experience (years)
15.2
Employees with more than ten years' transport finance experience (%)
66.7
Insgesamt
2015  
Average relevant professional experience (years)
13.1
Employees with more than ten years' transport finance experience (%)
61.2
2014
 
Average relevant professional experience (years)
13.2
Employees with more than ten years' transport finance experience (%)
58.5

Work/life balance

One of the goals of our human resources policies is to preserve employee job satisfaction and engagement. To achieve this goal, we have created an environment that makes it possible to reconcile professional and personal responsibilities. Flexibility is a cornerstone of achieving a work/life balance.

Therefore, DVB encourages flexible working hours and part-time arrangements wherever possible – and viable. The number of part-time workers rose from 61 to 66 by the end of the year under review, accounting for a total of 10.8% of DVB's workforce (comprising 56 female and ten male employees – previous year: 10.5%, comprising 50 female and eleven male employees). Other options, such as parental leave or semi-retirement, are regulated through in-house agreements.

Number of part-time and full-time employees

  2015
  2014

Male
Female
Total   Male
Female Total
Employees with flexible working hours               
Part-time employees
10
56
66
  11
50
61
Full-time employees
351
192
543
  339
181
520
Total
361
248
609
  350
231
581
Employees on sabbatical leave



 


Employees in semi-retirement (active)
3

3
  4

4
Employees in semi-retirement (passive)
3
1
4
  5
2
7

Part-time employees
2015  
Male 10
Female 56
Total 66
2014  
Male 11
Female 50
Total 61
Full-time employees
2015  
Male 351
Female 192
Total 543
2014  
Male 339
Female 181
Total 520
Total employees with flexible working hours
2015  
Male 361
Female 248
Total 609
2014  
Male 350
Female 231
Total 581
Employees on sabbatical leave
2015  
Male
Female
Total
2014  
Male
Female
Total
Employees in semi-retirement (active)
2015  
Male 3
Female
Total 3
2014  
Male 4
Female
Total 4
Employees in semi-retirement (passive)
2015  
Male 3
Female 1
Total 4
2014  
Male 5
Female 2
Total 7