COMMERZBANK AKTIENGESELLSCHAFT

In a joint initiative by the overall works council and health management, we established
the “HORIZONT” network in August 2011 for those affected by burnout. The network, in
which those affected work together, offers an exchange and information platform. As with
our other company networks, the content and organisational work is independently structured
and is run in close cooperation between the works council and health management.
Medical screening is an efficient way of promoting health issues and improving quality of
life. Consequently, senior staff at Commerzbank Aktiengesellschaft in Germany have been
offered health check-ups since 2011.
We also support all staff who wish to take part in sport after work through a wide variety
of programmes.
Strengthening diversity, supporting staff
We promote the diversity of our staff, as this has a positive impact on our corporate success
and strengthens our corporate values. Applied diversity improves motivation, innovative
strength and the working environment. And it ensures that very different personalities are
accepted in a company so that they can develop their full potential.
Our “Women in management positions” project, started in 2010, is intended to increase
the proportion of women in management so that Commerzbank has the most effective management
team – taking account of all talents. Women represent 50% of the workforce in
Commerzbank Aktiengesellschaft (Germany), but in terms of management positions, they
only account for between 9.3% of management level one and 28.8% of management level
four. We plan to increase the proportion of women in all management positions throughout
the Group from the current 24.2% to 30% by 2015. This target is supported by a range of
bank-wide measures, such as a mentoring programme in which around 600 men and women
are currently taking part.
The Board of Managing Directors, all managers of level one and more than 1,300 managers
of levels two to four have so far attended our diversity workshops, which have been
obligatory for all managers since 2011. Since the beginning of 2011, all staff who, for various
reasons, are temporarily not at work are kept informed of diversity topics and current job
offers through our diversity portal on the Internet, which we started in 2010 for staff on maternity
or paternity leave. In addition to the diversity activities run by our HR department, we
actively include our staff in the diversity process through networks.
Remuneration
As a result of the increased significance arising from greater regulatory requirements, employee
remuneration has been disclosed since 2010 in the form of a separate report. This is
being published on the Commerzbank website www.commerzbank.de and in future will be
updated once a year.
Financial Statements and Management Report 2011 9