Topic Stage employees

    The men and women on our staff – KfW as an attractive employer

    High demands continued to be placed on KfW, its managers and employees in financial year 2017. As well as handling a considerable volume of business, KfW continued to focus on implementing important modernisation projects. The excellent performance by all involved was based on the high level of mutual respect between KfW’s managers and non-managerial staff. This also includes the great deal of importance that KfW attaches to achieving a healthy balance between performance focus and social responsibility, and to offering equal opportunities across the Group.

    • Employer attractiveness and number of employees reach a record high
    • Development of equal opportunities, health management and reconciliation of work and family life
    • New work – cultural development in tandem with digitalisation

    The average age of employees was 43.4 at the end of 2017, only slightly higher than the previous year (43.1 years). The staff turnover rate of 1.6% – after adjustments for retirement – remained very low (previous year: 1.4%). The proportion of employees with severe disabilities was 5.6% (previous year: 5.48%).

    Employer branding/HR marketing

    In a highly competitive environment on the job market, KfW has to position itself as an attractive employer in order to meet the company’s personnel requirements.

    Logo Trendence Graduate Barometer Top 100 Arbeitgeber Deutschland 2016

    Employer rankings

    KfW once again ranked among the top 100 in the well-known employer rankings compiled by the market research companies Trendence and Universum in 2017.

    Employee survey

    KfW carried out a survey among all company staff in the first quarter of 2017. The subject matter covered by the 73 questions comprised working conditions, work-life balance, recognition and performance evaluation, teamwork, leadership and brand perception. The aim of the survey was:

    • To measure identification with the bank, satisfaction and motivation
    • To measure employer attractiveness
    • To determine corporate culture issues critical to success
    • To trigger improvement processes
    • To compare with internal results from 2012 and external benchmarking

    After evaluating the more than 3,000 completed questionnaires (a response rate of 67%), three central areas were identified:

    • Leadership, trust and appreciation
    • Processes, innovation and efficiency
    • Strategic future orientation

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    Legal notice:
    The information contained in this online Annual Report 2017 is based on KfW’s Financial Report 2017, which you can download here. Should this online Annual Report 2017, despite the great care taken in preparation of its content, contain any contradictions or errors compared to the Financial Report, the KfW Financial Report 2017 takes priority.

    Financial Report 2017 (PDF)

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    KfW at a Glance

    KfW is one of the world’s leading promotional banks. With its decades of experience, KfW is committed to improving economic, social and ecological living conditions across the globe on behalf of the Federal Republic of Germany and the federal states.