Deutsche Bank Employees and corporate social responsibility Non-Financial Report 2022 Employment and employability Leadership development Through its Leadership Kompass (Kompass) the bank has set out eight behaviors that support its way forward and serve as a guide on how the bank can bring its leadership DNA to life. The Kompass specifies the leadership standards for the bank. It provides guidance for the bank’s leadership culture and shows where it needs to build its capabilities. A complex and fast- moving environment requires new ways of working together, connecting, and leading with purpose, based on a common leadership language, vision and behaviors. Kompass sets out the behaviors that support sustainable business practices, the development and well-being of its people and the way the bank puts customers at the heart of all its decisions, in line with its values and beliefs. Kompass behaviors are explored in deep dive sessions and flanked by a comprehensive upward feedback tool in 2023. To bring Kompass to life and support Deutsche Bank's strategy by transforming the way the bank leads, the bank builds up a consistent manager curriculum. It aims to create a common bank-wide framework for leadership development. The First-time Manager Program, piloted in autumn 2022, is the first initiative in this direction. It is designed to be a global, cross-divisional program targeted at people managers who lead a team for the first-time at Deutsche Bank and is based on Kompass. The First-time Manager Program equips managers with the essential knowledge and skills required to be a successful manager at Deutsche Bank. The First-time Manager Program offers two versions - the Core and the Senior Leaders Version, which differ in length and design depending on the managerial level. Training content on leadership styles, coaching, feedback, wellbeing, inclusion, hybrid working, conflict management and motivation has been specifically compiled and tailored into virtual training content. dbBOLD, an investment in the career development and growth of Black Vice Presidents and Directors, underscores the bank’s commitment to building a robust and diverse pipeline of Black talent. Talent acceleration Deutsche Bank’s talent acceleration programs aim to help employees develop professionally and personally and to accelerate their readiness to take on more senior roles. They provide participants with high-quality instruction, ample networking opportunities, and time to focus on their development. The bank updated content of the programs aims to ensure that it remains at the cutting edge of business thinking in a rapidly changing world. The Accomplished Top Leaders Advancement Strategy (ATLAS) program is aimed at accelerating the readiness of senior, high-potential women to take on broader roles in the organization and increasing the number of women in senior, influential positions across the bank. One aspect of this is strengthening the female talent pipeline for managing director roles by enhancing capabilities in areas like business strategy, functional expertise, and leadership. Another purpose of the program is to raise the profile of women senior managers and, in collaboration with the female talent networks drawn from all of the acceleration programs, to foster collaboration across divisions and empower women to act as a catalyst for change. The Vice President and Director talent acceleration programs develop the capabilities of high-potential talent across the bank, readying them for their next step of their career, a bigger role, or a new role elsewhere in the organization. Each program is tailored to its intended audience, covering topics such as agile leadership, change leadership, and leading with authenticity. Participants also have the opportunity to interact with the bank’s senior leaders, enabling them to raise their profile and share their ideas with a senior audience. These programs play an important role in the bank’s progress toward its diversity targets. The Director program, for example, has a module specifically for woman called Women Global Leaders. It draws on research to identify paths for accelerating career growth and provides personal guidance on strengthening vital leadership networks, especially with the women in the other acceleration programs. Its overall aim is to empower female leaders to maximize their impact. The talent acceleration alumni group, created in 2020, aims to continue the engagement with the bank’s top talent, even after they have completed their Acceleration program. The network grew in 2022 and had more interactions with senior management and with each other in talent-develops-talent sessions. The Women Global Leaders’ alumni were invited to host small career coaching circles for the Vice President participants, a new and successful addition to the programs in 2022. The Schneider-Lenné Cadre named after Ellen Schneider-Lenné, the first woman on Deutsche Bank’s Management Board, is a community of the bank’s senior women leaders consisting of senior management risk takers as well as current and former ATLAS participants. Cadre members discuss key issues with senior management, support the development of female talent, and accelerate cultural change, particularly to help the bank achieve its gender diversity targets. 114