Sustainability in remuneration

The structure of the variable remuneration for Management Board members, executives and other employee groups in DB Group is essentially geared towards sustainability targets with the aim of a sustainable mobility transition and, as a result, a noticeable reduction in CO₂e emissions in DB Group and in the transport sector in Germany in line with the German government’s transport policy objectives:

• The long-term variable remuneration (long-term incentive; LTI) of Management Board members and executives with an LTI commitment includes a target to reduce absolute greenhouse gas emissions and volume targets for a sustainable shift in the mode of transport to rail as key factors. Achieving these targets is the key lever both for reducing DB Group’s CO₂e emissions and for reducing CO₂e emissions in the transport sector in Germany as a whole.

• In addition, the short-term variable remuneration (short-term incentive; STI) of the Management Board members, executives and other employee groups (various non-tariff and tariff employees) also includes key performance indicators for a sustainable shift in the mode of transport based on the long-term Strong Rail target: customer satisfaction and punctuality, employee satisfaction and the share of women in leadership as well as the share of renewable energies in the DB traction current mix. In addition, personal performance is taken into account as a further component for the variable remuneration of executives and non-tariff employees.