Deutsche Bank Employees and corporate social responsibility Non-Financial Report 2022 Employment and employability Gender diversity GRI 2-25, 3-3, 405-1 At year end 2022, six or 30% of Supervisory Board members were women (2021: 30%). This met the statutory requirement of 30% for publicly listed and codetermined German companies pursuant to gender quota legislation that took effect in 2015. The Supervisory Board’s goal, set in 2017, is to have at least 20% women on the Management Board by June 30, 2022. Two women would be required to achieve this goal on a Management Board with between eight and twelve members. With Christiana Riley and Rebecca Short on the Management Board, this goal was met on June 30, 2022. The current German Gender Quota Law (Zweites Führungspositionen-Gesetz, FüPoG II) requires appointing at least one woman and one man to a management board with more than three members, no additional goals must be laid down. The bank exceeded this requirement as of December 31, 2022. As part of the bank’s 35 by 25 commitment, the bank aims to have women to represent at least 35% of its Managing Director, Director, and Vice President population by 2025 (excluding Asset Management and Capital Release Unit). The bank also plans to have at least 30% women in the positions one and two levels below the Management Board (excluding Asset Management and Capital Release Unit). Goals and results for the representation of women Dec 31, 2022 Dec 31, 2021 Dec 31, 2020 Goal Result Result Result 1 Level (headcount, in %) Supervisory Board 30.0 30.0 30.0 30.0 2 Management Board 20.0 20.0 20.0 10.0 3 Management Board level -1 30.0 17.1 20.0 20.0 3 Management Board level -2 30.0 29.6 27.5 23.9 4,5 Corporate Title (headcount, in %) Managing Directors, Directors, Vice Presidents 35.0 30.7 29.9 29.6 1 Pursuant to Germany’s Law for the Equal Participation of Women and Men in Management Positions in the Private and Public Sectors 2 Goal reflects June 2022 3 Goal reflects December 2025 4 Goal reflects December 2025 including the following year’s promotions 5 Excluding Asset Management and Capital Release Unit The bank’s promotion and appointment decisions in particular are based on candidates’ suitability for a role, their potential, and their demonstrated performance. Gender diversity Dec 31, 2022 Dec 31, 2021 Dec 31, 2020 Thereof: Thereof: Thereof: Deutsche Bank Deutsche Bank Deutsche Bank Deutsche Bank Deutsche Bank Deutsche Bank Group AG Group AG Group AG Female employees by corporate title 1,2 (headcount, in %) Managing Directors 20.9 22.1 19.3 20.8 18.4 19.8 Directors 26.7 26.4 25.7 25.5 25.1 25.0 Vice Presidents 33.5 33.1 32.8 32.5 32.4 32.4 Assistant Vice Presidents and Associates 41.8 44.4 41.3 45.0 40.6 44.5 Non-Officer 59.7 61.3 60.4 62.3 59.9 63.1 1 Total female employees (headcount, in %) 46.4 45.1 46.6 45.5 46.4 45.8 1 Numbers may not add up due to rounding 2 Corporate titles for Postbank (including subsidiaries) are technically derived The bank is committed to increasing the proportion of women in senior leadership positions across the organization, but it is the bank’s individual businesses that deliver on this commitment. Since cultures and social challenges vary by country and type of business, each of the bank’s regions and business has its own diversity, equity, and inclusion efforts. The Management Board is committed to these targets, and the bank has put in place targeted initiatives to accelerate change. These initiatives have been implemented across the entire employee life cycle, from attracting and hiring talent to developing, retaining, and promoting it. A law enacted in 2017 requires all companies in the United Kingdom with 250 or more employees to report their gender pay gap annually. In March 2022, the bank published its fifth UK Gender Pay Gap Report. The median hourly pay gap slightly increased from 25.6% in 2020 to 25.7% in 2021. The median bonus pay gap narrowed from 48.5% to 48.0%. The effort and initiatives in place are expected to have a positive impact on the gap over time. The UK Gender and Ethnicity Pay Gap Report for 2022 planned to be disclosed end of March 2023. 117