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Social responsibility – promoting diversity

Our staff members are the key pillars of DVB. Our business model is based on their market and asset expertise, their experience and diversity. Given the Bank's international market profile, people at DVB work in cross-cultural, heterogeneous working groups and project teams. It is of particular importance to us to create a positive working environment in which employees are treated with fairness and respect, where they feel motivated, and which offers them opportunities for personal career development. In pursuit of this goal, we promote diversity at all internal levels and sustainable human resources management. In 2007, we signed the German Diversity Charter.

Infographic on DVB Bank's social responsibility regarding employees in 2016

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Personnel structure

After staff levels had risen by 28 employees (+4.8%) during 2015, the year under review saw an increase in the number of active employees by 15 (2.5%) to 624 staff. This figure does not reflect the 20 employees with inactive employment relationships, in particular the non-working phase of semi-retirement, maternity or parental leave. The staffing numbers for the years 2012–2016 shown here also include employees of the LogPay Financial Services GmbH subsidiary.

Staff levels 2012–2016

Bar chart illustrating DVB Bank's staff levels from 2012 to 2016

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 2016, affecting staffing levels in the service areas in particular: at 242 employees, the number was 3.0% higher than in the previous year (previous year: 235 employees). In Transport Finance, the number of staff employed rose by ten, or 3.2%, to 324 colleagues, as the middle office expanded. At the same time, the number of employees at our subsidiary LogPay Financial Services decreased slightly during 2016, from 60 to 58 (–3.3%).

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 is evident in the structure of our team: DVB Bank Group’s employees hailed from a total of 40 different countries in the year under review, and there are 30 different nationalities represented within our core Transport Finance business.

Nationalities 2016

  Group
   Transport Finance/
Investment Management


Number
%   Number %

German

265
42.5
  55
17.0
British 78
12.5
  54
16.7
Dutch 75
12.0
  58
17.9
Singaporean 39
6.2
  31
9.6
US-American 30
4.8
  23 7.1
Norwegian 21
3.4
  20
6.1
Greek 20 3.2
  17
5.2
33 additional nationalities within DVB
96 15.4
 
23 additional nationalities in Transport Finance/Investment Management

–    66
20.4
Total
624
100.0
  324
100.0

German
Group
 
Number 265
% 42.5
Transport Finance/Investment Management
 
Number 55
% 17.0
British
Group  
Number 78
% 12.5
Transport Finance/Investment Management
 
Number 54
%
16.7
Dutch
Group  
Number
75
% 12.0
Transport Finance/Investment Management
 
Number
58
% 17.9
Singaporean
Group  
Number
39
% 6.2
Transport Finance/Investment Management
 
Number
31
% 9.6
US-American
Group  
Number
30
% 4.8
Transport Finance/Investment Management
 
Number
23
%
7.1
Norwegian
Group  
Number
21
% 3.4
Transport Finance/Investment Management
 
Number
20
% 6.1
Greek
Group  
Number
20
% 3.2
Transport Finance/Investment Management
 
Number
17
% 5.2
33 additional nationalities within DVB
Group  
Number
96
% 15.4
Transport Finance/Investment Management
 
Number

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

%
Transport Finance/Investment Management
 
Number
66
% 20.4
Total
Group  
Number
624
% 100.0
Transport Finance/Investment Management
 
Number
324
% 100.0

340 staff members in active employment worked in our various international locations at the end of 2016; in other words, they are active in those international transport markets where the Bank’s clients are located (previous year: 329 staff members). At 284, the number of staff in active employment at DVB’s German offices in Frankfurt/Main and Hamburg showed an increase of 1.4% over the previous year (previous year: 280). 80.8% of our staff worked at a European location in 2016, only slightly more than in the previous year (79.3%). In Transport Finance/Investment Management, 69.8% of staff were employed at European locations (previous year: 66.2%).

Distribution of staff members in active employment by location


2016 2015
%

Frankfurt/Main and Hamburg

284
280
1,4
London 112
101
10.9
Amsterdam 76
67
13.4
Rest of Europe
32
35
–8.6
Europe
504
483
4.3
New York
41
39
5.1
Curaçao
17
22
–22.7
North and South America
58
61
–4.9
Singapore
58
60
–3.3
Tokyo 4
5
–20.0
Asia
62
65
4.6
Total
624
609
2.5

Frankfurt/Main and Hamburg

2016 284
2015 280
% 1.4
London
2016 112
2015 101
% 10.9
Amsterdam
2016 76
2015 67
% 13.4
Rest of Europe
2016 32
2015 35
% 8.6
Total Europe
2016 504
2015 483
% 4.3
New York
2016 41
2015 39
% 5.1
Curaçao
2016 17
2015 22
% –22.7
Total North and South America
2016 58
2015 61
%
–4.9
Singapore
2016 58
2015 60
%
–3.3
Tokyo
2016 4
2015 5
%
–20.0
Total Asia
2016 62
2015 65
%
4.6
Total
2016 624
2015 609
%
2.5 

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 2016, the breakdown of DVB's staff by age and gender was as follows:

Age structure and gender allocation 2016

  Male
  Female
   Total

Number %    Number %   Number
%

Under 30 years

38
10.2
  24 9.5
  62
9.9
30 to 39 years
113
30.5
  80
31.6
  193
30.9
40 to 49 years
127
34.2
  95
37.5
  222
35.6
50 to 59 years
77
20.8
  44
17.4
  121
19.4
60 years or older
16
4.3
  10
4.0
  26
4.2
Total
371
100.0
  253
100.0
  624
100.0

Under 30 years

Male
 
Number 38
% 10.2
Female
 
Number 24
% 9.5
Total  
Number
62
%
9.9
30 to 39 years
Male  
Number 113
% 30.5
Female
 
Number 80
%
31.6
Total
 
Number
193
%
30.9
40 to 49 years
Male  
Number
127
% 34.2
Female
 
Number
95
% 37.5
Total
 
Number
222
%
35.6
50 to 59 years
Male  
Number
77
% 20.8
Female
 
Number
44
% 17.4
Total
 
Number
121
%
19.4
60 years or older
Male  
Number
16
% 4.3
Female
 
Number
10
% 4.0
Total
 
Number 
26
%
4.2
Total
Male  
Number
371
% 100.0
Female
 
Number
253
% 100.0
Total
 
Number
624
%
100.0

Of the total of 624 employees, 371 were men and 253 women, as at the end of 2016 (previous year: 609 employees comprising 361 men and 248 women).

  • 23.6% of employees were 50 years or older (previous year: 23.8%).
  • 35.6% of employees were between 40 and 49 years of age (previous year: 33.9%).
  • 30.9% of employees were between 30 and 39 years of age (previous year: 32.3%).
  • 9.9% of employees were younger than 30 years (previous year: 10.0%).

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. For more details, please see “Personnel development

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%
  • Board of Managing Directors – female quota of 0%
  • First management level – female quota of 19 %
  • Second management level – female quota of 33%

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

In 2016, the actual female quota on DVB Bank SE's Supervisory Board doubled versus the defined target quota, reaching 22%. Under a local court order dated 23 February 2016, Dr Kirsten Siersleben was appointed, with effect from 1 March 2016, to fill a position on the Supervisory Board that had been vacant since 31 October 2015. On 23 June 2016, the Annual General Meeting elected Dr Siersleben to the Supervisory Board as a shareholder representative.

The Board of Managing Directors of DVB Bank SE currently consists of four members, none of whom is a woman. This is in line with the target quota. Members of the Board of Managing Directors are appointed without regard to nationality, gender or religion. It is whether a candidate – male or female – has the required knowledge, skills and professional expertise necessary to properly perform their duties and whether he or she complies with the principles laid down in the Company's Memorandum and Articles of Association that decides on their appointment.

At 31 December 2016, the two top management levels below the Board of Managing Directors comprised 86 executives, who either reported directly to the Board of Managing Directors or who worked as team leaders. Women held 21 (24.4%; previous year: 26.9%) of these executive positions. While the share of female executives on the first management level rose slightly to 18.2% (previous year: 17.6%), it decreased to 28.3% on the second management level (previous year: 34.1%) against restructuring measures and minor fluctuations in some parts of the Bank. When filling positions, assuming the same level of qualifications, the Bank is committed to give preference to internal applicants and does not regard criteria such as nationality, gender or religion in its decision-making process.

Development of female quota 2012–2016

Bar chart illustrating development of DVB Bank's female quota 2012-2016

Staff loyalty

Staff loayalty is strong at DVB: at 31 December 2016, 376 employees (60.3% of the overall workforce) had been working at DVB for more than five years (previous year: 366 employees or 60.1%).

Staff fluctuation due to voluntary resignations was at 5.3% in 2016 (previous year: 3.7%).

Staff loyalty 2016 – measured in terms of the length of employment

 
Male
  Female
   Total

Number %    Number %   Number
%

Less than 5 years

143
38.5
  105
41.5
  248
39.7

5 to 9 years

112
30.2
  69
27.3
  181
29.0

10 to 19 years

92
24.8
  54
21.3
  146
23.4

20 to 29 years

17
4.6
  22
8.7
  39
6.3

Longer than 30 years

7
1.9
  3
1.2
  10
1.6
Total
371
100.0
  253
100.0
  624
100.0

Less than 5 years

Male
 
Number 143
% 38.5
Female
 
Number 105
% 41.5
Total  
Number
248
%
39.7

5 to 9 years

Male  
Number

112

% 30.2
Female
 
Number 69
%
27.3
Total
 
Number
181
%
29.0

10 to 19 years

Male  
Number
92
% 24.8
Female
 
Number
54
% 21.3
Total  
Number
146
%
23.4

20 to 29 years

Male  
Number
17
% 4.6
Female
 
Number
22
% 8.7
Total
 
Number
39
%
6.3

Longer than 30 years

Male  
Number
7
% 1.9
Female
 
Number
3
%
1.2
Total
 
Number
10
%
1.6
Total
Male  
Number
371
% 100.0
Female
 
Number
253
% 100.0
Total
 
Number
624
%
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 13.0 years (previous year: 13.1 years). Of these employees, 39.6% had more than 15, and 22.6% more than 20 years' relevant experience (previous year: 39.2% and 24.4%).

Relevant professional experience


  2016    2015

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

11.9
57.1
  11.8
53.8
Aviation Finance
13.7
62.1
  14.2
64.3
Offshore Finance
15.7
85.7
  13.4
70.0
Land Transport Finance
14.8
75.0
  14.5
75.0
DVB Corporate Finance
13.8
64.3
  12.7
58.3
Investment Management
13.9
65.0
  15.4
72.2
Credit and Asset Solution Group
11.2 64.3
 

Total
13.0
56.6
  13.1
61.2

Shipping Finance
2016
 
Average relevant professional experience (years)
11.9
Employees with more than ten years' transport finance experience (%)
57.1
2015
 
Average relevant professional experience (years)
11.8
Employees with more than ten years' transport finance experience (%)
53.8
Aviation Finance
2016  
Average relevant professional experience (years)
13.7
Employees with more than ten years' transport finance experience (%)
62.1
2015
 
Average relevant professional experience (years)
14.2
Employees with more than ten years' transport finance experience (%)
64.3
Offshore Finance
2016  
Average relevant professional experience (years)
15.7
Employees with more than ten years' transport finance experience (%)
85.7
2015
 
Average relevant professional experience (years)
13.4
Employees with more than ten years' transport finance experience (%)
70.0
Land Transport Finance
2016  
Average relevant professional experience (years)
14.8
Employees with more than ten years' transport finance experience (%)
75.0
2015
 
Average relevant professional experience (years)
14.5
Employees with more than ten years' transport finance experience (%)
75.0
DVB Corporate Finance
2016  
Average relevant professional experience (years)
13.8
Employees with more than ten years' transport finance experience (%)
64.3
2015
 
Average relevant professional experience (years)
12.7
Employees with more than ten years' transport finance experience (%)
58.3
Investment Management
2016  
Average relevant professional experience (years)
13.9
Employees with more than ten years' transport finance experience (%)
65.0
2015
 
Average relevant professional experience (years)
15.4
Employees with more than ten years' transport finance experience (%)
72.2
Credit and Asset Solution Group
2016  
Average relevant professional experience (years)
11.2
Employees with more than ten years' transport finance experience (%)
64.3
2015
 
Average relevant professional experience (years)
Employees with more than ten years' transport finance experience (%)
‒ 
Total
2016  
Average relevant professional experience (years)
13.0
Employees with more than ten years' transport finance experience (%)
56.6
2015
 
Average relevant professional experience (years)
13.1
Employees with more than ten years' transport finance experience (%)
61.2

Clients appreciate our employees' deep expertise rooted in this professional experience; likewise, other stakeholders also value these skills. During 2016, DVB staff from Asset & Market Research, Relationship Management, services areas and Treasury attended 325 expert conferences, discussion panels, roadshows, round tables and one-on-one discussions within the international transport industry and the international financial markets. In each case, they assumed an active role – for example, as a speaker or moderating discussion panels. 

Work/life balance

One of the main 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 in different life situations. 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 66 to 68 by the end of the year under review, accounting for a total of 10.9% of DVB's workforce and comprising 59 female and 9 male employees (previous year: 10.8%, comprising 56 female and 10 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

  2016
  2015

Male
Female
Total   Male
Female Total
Employees with flexible working hours              
Part-time employees 9
59
68
  10
56
66
Full-time employees 362
194
556
  351
192
543
Total
371
253
624
  361
248
609
Employees on sabbatical leave



 


Employees in semi-retirement (active)
1

1
  3

3
Employees in semi-retirement (passive)
5 1
6
  3
1
4

Part-time employees
2016  
Male 9
Female 59
Total 68
2015  
Male 10
Female 56
Total 66
Full-time employees
2016  
Male 362
Female 194
Total 556
2015  
Male 351
Female 192
Total 543
Total employees with flexible working hours
2016  
Male 371
Female 253
Total 624
2015  
Male 361
Female 248
Total 609
Employees on sabbatical leave
2016  
Male
Female
Total
2015  
Male
Female
Total
Employees in semi-retirement (active)
2016  
Male 1
Female
Total 1
2015  
Male 3
Female
Total 3
Employees in semi-retirement (passive)
2016  
Male 5
Female 1
Total 6
2015  
Male 3
Female 1
Total 4