Economic performance indicators.

Indicator Reference Status

Disclosure on management approach icon

Group Profile
Annual Report 2011 > Group strategy
Annual Report 2011 > Annual Report 2011 > Management of the Group

EC1 Direct economic value generated and distributed icon

Net value added

Annual Report 2011 > Financial data of the Group

The net value added of Telekom shows how the company performance is distributed among the various stakeholders, for example in the form of wages or salaries.

EC2 Financial implications due to climate change icon

CR strategy
Climate and environment
Annual Report 2011 > Corporate responsibility

EC3 Coverage of the organization's defined benefit plan icon

Company pension scheme

EC4 Financial government assistance icon

The Group received financial assistance amounting to approx. EUR 7.6 million for partial retirement in Germany — for Telekom and the T-Service companies — from the Federal Employment Agency in 2011.

EC5 Entry level wage compared to local minimum wage icon

Remuneration
Annual Report 2011 > Employees

Despite some necessary adjustments to market levels, e.g., as part of the collective wage negotiations for Telekom Service, the starting salaries of our employees are still attractive compared to the sector average, especially in Germany.

EC6 Locally-based suppliers icon

Sustainable procurement strategy
Supplier selection

With a volume of almost EUR 2 billion, around 11 percent of the goods and services that we procure via direct channels come from developing and emerging economies. This figure is far higher if we include our indirect procurement channels. Our European and North American suppliers and their suppliers also have part of their goods produced in developing and emerging countries. In doing so, we help support local economies at least indirectly in many different parts of the world.

EC7 Local hiring icon

Regional added value
Competitive workforce
Annual Report 2011 > Employees

The availability of highly qualified personnel is the prerequisite for development of customer-centric products, solutions and services and thus for Deutsche Telekom’ s business success, today and in the future. For this reason, the selection of personnel at Telekom is not based on nationality or proximity to place of work but on the qualifications and skills of the candidates. To enable the cross-border transfer of expertise and skills and internationally harmonized global personnel development demanded of a global player, Human Resources (HR) develops the necessary structures, processes and measures within the HR strategy.