Fair and market-oriented pay and benefits are a key tool to steer Telekom in times of change and high competitive pressure.
Group Diversity Management conducted a salary survey to compare the salaries of female and male employees in March 2009. The Analysis revealed that there are no gender-specific pay differences for employees outside the collective bargaining system in Germany. Among employees covered by the collective bargaining system, we can exclude the possibility of gender-specific disadvantages, since pay is determined solely by an employee's assignment to a function group. These results prove that Deutsche Telekom practices fair pay for women and men, and is opposed to all forms of salary discrimination. The analysis was based on random sampling and will be expanded in future.
Remuneration for executives has been standardized throughout the Group under the Global Compensation Guideline. The guideline ensures that remuneration packages for executives in the Group are harmonized and market-oriented. They can also be evaluated comprehensively in the respective market environment and analyzed and assessed systematically throughout the Group.
Capital account plan: Telekom offers its employees an attractive, employer-financed company pension scheme on the basis of voluntary commitments. The capital account plan is a modern, defined contribution system. In addition to the capital account plan, Telekom also offers its employees an optional company pension scheme, which is exclusively financed by the employee. This enables employees to close any retirement income gaps and, if desired, to protect themselves against occupational disability and/or secure financial support for relatives in case of death.
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