More women into bank management

Why was an international bank concerned about the low women’s quota in management positions at its German branch? 

Sandra Douqué: “The bank was not very successful in Germany in recruiting female bankers for management positions in their company. Plus, it was clear that this issue could damage the bank’s reputation as well: according to the EU Corporate Sustainability Reporting Directive, many companies will also have to publish data on equal treatment and equal opportunities, too.”

In other words, the client recognized that the gender pay gap, for example, is a key sustainability issue?

Sandra Douqué: “Absolutely. zeb therefore asked all employees about their career opportunities and obstacles at the bank. Based on that data we were able to determine, for example, that the pay gap was largely due to the fact that the less plannable positions in investment banking, the ones involving bonus payments, were predominantly held by men. Back-office positions with more predictable working hours – but also lower pay – are mostly held by women.”

So it is necessary to pave the way “up” for female employees – isn’t that a truism? 

Sandra Douqué: “Yes and no. It wasn’t just about making women’s career paths easier. The bank had to create a working environment in which all employees in all positions can find the work-life balance and development opportunities that suit them. Bankers, for example, should be allowed to work more flexibly so that people who work flexible hours could also become bankers. We have poured these findings into a strategic set of key figures up to 2027 against which managers must be measured: if they fail to meet the new diversity targets, their bonuses shrink.”