Our Sustainability Targets

Women in leadership roles

Commerzbank has a long tradition of promoting equal opportunities for men and women, and although women make up a small majority of Commerzbank’s workforce, they are not yet equally represented at management level. We want to change this.

We therefore strive for gender diversity in all functions and at all levels of the bank: in the spirit of equal opportunities, all career paths should be open to all employees. Increasing the proportion of women in management positions is therefore a particular strategic concern. The Board of Managing Directors has set a target of 40 percent female representation across the Group by the end of 2030 in management levels 1 to 4 and in project management level 5.

Proportion of women in management positions

Between 2021 and 2025, Commerzbank already increased the proportion of women in management positions from 33.7 to 37.3 percent. The target for 2030 is an increase to 40 percent.

Employee satisfaction

Our people are our “most important asset”. Maintaining and continuously improving the satisfaction of our employees is a top priority for us. That is why we support our employees in developing their full potential in their work.

Employee Engagement Index

This index is an independent, externally developed tool for measuring employee satisfaction. It allows comparison over time as well as external comparison with German companies via the RACER Benchmark Group. An online questionnaire is sent to all Commerzbank AG employees in Germany and abroad, asking them to rate four core statements on the topics of willingness to recommend the company, enjoyment, pride and motivation.

Zero tolerance for corruption

We have defined the prevention of corruption in the bank as an important Group objective and have a strict zero-tolerance policy. Employees who are found to have violated this principle will face employment, civil and criminal consequences. Thanks to extensive measures, we have not recorded any cases of corruption to date, and we aim to maintain this record.

Our employees receive regular training on these issues. A central element is the annual anti-corruption training for all employees. Business and functional units with a higher risk profile and individuals who are exposed to an increased risk of corruption due to their role at Commerzbank also receive targeted training. The Supervisory Board and the Board of Managing Directors are also trained by the Chief Compliance Officer on ABC-relevant topics.

Excellent culture of Integrity

As part of our corporate governance strategy, we have been assessing our performance in the area of integrity culture since 2019 and have set ourselves ambitious targets with the culture of integrity score. The score follows a three-stage categorisation based on traffic light logic, with Commerzbank aiming for a score in the green zone, and thus top values.

The culture of integrity score results from the assessment of the following topics:

• Tone from the Top & Middle Management
  Managers at all levels foster a culture of responsible conduct and conscious risk-taking through their behavior and decisions
• Accountability
  Employees and managers take responsibility for their actions, their decisions, and their impacts
• Effective Communication, Challenge & Diversity
  Open dialogue, constructive questioning, and diverse perspectives support well-founded decisions and transparent collaboration
• Incentives
  Incentive and control mechanisms promote behavior that is in line with the values, standards, and goals of the bank
• Awareness & Learning
  Risk awareness, continuous learning, and a constructive approach to mistakes strengthen the organization’s ability to further develop and successfully master challenges