Deutsche Bank Employees and corporate social responsibility Non-Financial Report 2022 Employment and employability Health and well-being Deutsche Bank aims to create a health-promoting and caring work environment where its people can be themselves, feel supported and happy, so they can perform at their best and thrive in their careers. The goal is to embed health and well-being at the heart of the bank’s culture. Deutsche Bank wants to proactively empower its people to prioritize their own well-being and support those around them in doing the same. Health and well-being are about everyday behaviors, based on the following four dimensions: physically thriving, emotionally and mentally balanced, socially connected and financially secure. The bank is working continuously to align its well-being offerings with the benefit portfolios, Diversity & Inclusion initiatives, the new hybrid working model and the Talent & Development agenda, including Leadership development, to share best practices across the organization, and implement the well-being agenda in line with the bank’s governance and cost requirements. To make the bank’s well-being offerings more transparent to employees, raise awareness and be better aligned across divisions and regions the new global “Deutsche Bank Well-being Hub” was launched in September 2022. The hub brings together an array of existing resources, initiatives, and benefits from across the bank into one place, making it easier for employees to find information on places to go for support (for example Employee Assistance Program 24 hours hotline, Mental Health First Aider, company doctors, etc.) or for resources about personal development. There are also several useful hints on how to boost well-being. Employees’ mental health remains a top priority. The number of Mental Health First Aiders - employees who volunteer to actively support their colleagues’ mental health - remains on a high level with 423 aiders in 2022 (447 in 2021), who are organized in an international working group to better coordinate their efforts. In addition, the bank is offering an in-house eLearning module on mental health awareness. The message “It’s ok not to be ok” is included in senior management communication and across the platform on a regular basis. On World Mental Health Day in 2022, Management Board member and well-being sponsor Fabrizio Campelli reiterated the bank’s commitment to its well-being agenda and participated in some of numerous in-house events worldwide. The overview of the bank’s health service is available here (*). ISO 30414, “Human resource management,” also recommends disclosing lost-time injuries, the number of occupational accidents, and the number of employees killed on the job. Serious incidents like these are extremely rare at a bank and are more relevant to the safety reporting of other industries. Diversity, equity and inclusion GRI 2-25, 3-3, 401-2 Diversity and Inclusion are the foundations on which the bank’s values are built and are pre-requisites for its Global Hausbank ambitions. The bank aims to attract, develop, and retain talented employees from all cultures, countries, races, ethnicities, genders, sexual orientations, disabilities, beliefs, backgrounds, and experiences. The bank wants all its employees to feel a sense of belonging by creating an inclusive work environment where everyone feels welcomed, respected, listened to, treated fairly and can contribute and grow. The bank’s leaders understand the importance of building inclusive teams of employees with different skills, backgrounds, and experiences who are empowered to contribute their best work and supported to create a fulfilling career. They are expected to shape a more equitable culture where open dialogue and diversity of views are encouraged to enable continuous learning. Throughout 2022 the bank continued to embed diversity, equity and inclusion in its culture and employee practices by supporting the advancement of women and members of other under-represented groups. The steps the bank takes include targeted outreach to attract and hire, enhanced career planning, leadership development, exposure opportunities, and senior leader sponsorship. The bank continues to equip its people with resources to practice inclusion and understand how to make equitable people-related decisions. The bank’s inclusive culture and work environment encompasses full-time, part-time, and temporary employees. In line with laws in the European Union and the United Kingdom, the bank provides all benefits available to full-time employees to part- time employees as well. Deutsche Bank operates more than 850 employee benefit plans in its different locations that include life insurance, health care, disability coverage, parental leave, retirement provision, stock ownership, medical insurance, risk cover, vacation/leave, transportation, meals/nutrition, childcare, and many other benefits. Temporary employees may also be eligible depending on the nature of the benefit. The number of the bank’s part-time and temporary employees outside Europe is not material. The overview of rewards and benefits is available here (*). 116