AmazonScience/document-haystack

1Entrepreneurial Spirit2Highlights3– We launched our Positive Performance Culture initiative as a strategic enabler to our 4Capital Markets Day commitments. 5– We established our Leadership Kompass to set a clear standard of leadership behaviour 6across DWS. 7– We reaffirmed our commitment to our hybrid working model guidelines. 8Management Approach9We continuously invest in our diverse mix of people, empowering them to make change and 10fostering their creativity, courage and long-term thinking. 11Employees and Workplace12In 2023, we continued to prioritize sustainable people management across DWS to develop 13managers and leaders and to support our employees. Our people strategy focused on a 14culture of excellence and inclusive decision making, enabled by a strategically aligned 15workforce and a “Positive Performance Culture” initiative was established as an enabler to 16our strategic initiatives. This sets out to enhance and evolve our performance culture, focus 17on leadership development, strengthen performance management, and establish stronger 18linkage between performance and reward.19Our key areas of focus have included:20– Launching our Leadership Kompass at DWS 21– Training for employees on their first management assignment and improved guidance for 22managers23– Continuation of our Functional Role Framework to support career progression24– Piloting Learning Pathways using our AI-driven learning platform25Diversity and Equal Opportunities 26GRI 3-3; 405-127We are committed to building an inclusive culture that respects and embraces the diversity of 28our colleagues, clients, and communities and that nurtures an environment where every 29perspective matters and where every voice is heard.30With colleagues across 70 nationalities, speaking more than 78 languages, locally rooted, yet 31globally connected across 21 countries, we celebrate our differences, treat each other with 32respect, listen openly without judging, and value each other’s insights. This brings us closer 33together and contributes to a thriving and inspiring workplace.34We aim to attract, develop, and retain the best people from all cultures, countries, races, 35ethnicities, genders, sexual orientations, abilities, beliefs, backgrounds, age groups and 36experiences. To this end, we follow an integrated and multi-dimensional approach to 37Diversity, Equity and Inclusion (DE&I). We also aim to offer part-time employees the same 38opportunities as full-time employees. This year the percentage of employees globally who 39work part time stood at 6.1% (2022: 7.1%). 40As part of our broader sustainability strategy and our human rights commitments, we worked 41on the following DE&I areas: 42– Continuing to reach voluntary goals at the Supervisory Board and Executive Board-1 and 43Executive Board-2 levels per the German Gender Quota Law (FüPoG – Erstes 44Führungspositionengesetz). Our efforts will also continue to align us to the German 45Executives Positions Act II (FüPoG II – Zweites Führungspositionengesetz). Proportion of 46women is one of the KPIs that we are tracking internally with continued success in meeting 47our voluntary goals.48– Establishing a Global DE&I working group to further progress across our regions.49— Hosting our third annual “Day in the Life of an Asset Manager” event in the US by hosting 50students of diverse backgrounds across 12 universities to inform them more about the asset 51management profession and opportunities at our firm. 52– Building and expanding our advancing diverse talent programme in the US. 53– Introducing a disability smart focus in the UK working towards the UK Government 54Disability Confident scheme to become a disability confident employer. 55– Increasing opportunities for social mobility in the UK by partnering with upReach, The Skills 56Workshop and 10,000 Black Interns for the second year running to offer work experience, 57mentorship and skills training to students from lower socio-economic backgrounds or black 58heritage. 59Employee Inclusion and Engagement Networks60Our internal employee inclusion and engagement networks are spearheaded by colleagues 61across all regions. Many leverage diversity in its broadest sense – from race, colour, religion, 62age, physical or mental disability, medical condition, sexual orientation, gender and veteran 63status — to create a greater sense of purpose for their employees, the Group and themselves.64        65To our Shareholders Summarised 66Management Report67Consolidated 68Financial Statements Compensation Report Corporate Govern-69ance Statement70Supplementary 71Information DWS 2023 Annual Report72 73Our Responsibility7438 Entrepreneurial Spirit