Telekom surpasses 2011 target: women now account for 24.7 percent of executives.
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Gender collaboration training program in place for executives.
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379 day care spaces in Germany alone.
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Bologna 40plus: 8 percent of employees in part-time study programs supported by Telekom are over 40 years old.
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For Deutsche Telekom, diversity means productive variety. Our aim is to promote and benefit from the diversity that is present within and outside of our company as a source of business success, creativity and innovation. In this way, we are bearing up against the changing demographics, challenges in business and demands from society. With our transformation into an open company, we offer talented individuals in various phases of life a wide variety of opportunities to grow both personally and professionally: in Germany and internationally, for women and men, young and old. We create attractive work environments, flexible working conditions and working time options. In 2011, our activities included further expanding our program for improving the reconciliation of work and private life, "work-life@telekom."
More women in management positions.
In 2010, Telekom was the first DAX 30 company to introduce a women's quota for new appointments and participation in management programs. With this move, we have established diversity in Germany as a top social issue. We set the bar for the DAX 30 companies. In October 2011, all member companies followed Telekom's lead and voluntarily introduced targets for increasing the number of women in management. By the end of 2015, 30 percent of upper and middle management positions at Deutsche Telekom are to be held by women. This rule applies to all of Telekom's international subsidiaries. In order to achieve this target, we are implementing our program for the women's quota right along the entire talent pipeline—in our training courses, cooperative and part-time study programs, in our development programs for junior staff, and in our programs for executives, right through to filling top positions. By controlling and monitoring our appointment and selection processes, we create transparency and aim to make sure that at least 30 percent of women are included in applicant shortlists.
Women's quota: Target for 2011 surpassed.
We have made considerable progress in the last two years.
- Since the women's quota took effect at the start of 2010, the percentage of female executives worldwide has increased from 19 percent to 24.7 percent.
- There are now seven women in the 66-strong management team below the Group Board of Management, the Business Leader Team.
- Since May 3, 2012, two of Telekom's seven Board of Management positions have been held by women.
- 31 women (previous year: 13) now hold mandates on Supervisory Boards of Telekom subsidiaries and sub-subsidiaries in Germany (20.5 percent). At international subsidiaries, 17 women hold a position on supervisory boards (13.2 percent).
- We are systematically increasing the percentage of talented young women throughout the entire talent pipeline. For Bologna@Telekom, women accounted for 30 percent in 2011.
We supported cultural change in the Group through a range of measures in 2011. Three examples:
- Dialog forums: The events focused on the reconciliation of work and private life.
- Firmly embedding diversity internationally: At T-Systems alone, some 60 diversity projects were launched in the local business units. In Europe best practices are being exchanged, mainly on flexible worktime and projects on gender and generation management.
- Strengthening female networks: Our women's networks are enjoying large memberships and are supported by the Group. Almost 1,000 women currently take part in the networks.
Gender collaboration trainings: Leadership in mixed teams.
The fact that mixed teams are more creative and innovative has been shown by countless studies. In order to exploit this potential and turn diversity into a success factor, Telekom has launched Group-wide gender collaboration training. Here we prepare our managers for leading increasingly diverse teams. The main aim of the mandatory training is to firmly embed diversity in the company. We launched the training at European Telekom companies in December 2010 and rolled it out across Europe. We are currently carrying it out at all major locations in Germany.
We systematically expanded work-life@telekom—our program for improving the work-life balance, launched in 2009—in Germany in the reporting year. With these efforts we aim to drive forward the development of female talent in management positions and offer men flexible working time models in light of changed career expectations. In order to encourage personal responsibility and give employees control over their own time, we have injected some vitality into our voluntary commitments on the issue of work-life balance:
- Work-related use of mobile devices: Group-wide discussion kicked off.
In 2011, we made it clear in Germany that there is no obligation to answer cell phones or e-mail messages for work purposes outside of working hours. Since announced and introduced, this voluntary commitment has increasingly been discussed internationally as well. Take, for example, the adapted voluntary commitment at T-Systems in China, where work-related e-mail communication is avoided from Friday 6 p.m. to Monday 8 a.m. Through new ways of working, we want to create a mix that combines excellent performance with attractive employment opportunities and establishes a win-win scenario for company and workforce alike. One example of this is "mobile working " a working model we first introduced at T-Mobile Austria.
- More than 14,500 employees take advantage of part-time work in Germany alone.
The voluntary commitment on part-time for executives is beginning to take effect. The number of male and female German executives working part time has increased to 27. Overall, in Germany alone, more than 14,500 employees work part time.
- New models for taking time out under preparation.
In 2012, Telekom is also creating new, tailored offers and financing models for taking a defined period of time away from work. We offer time-out or part-time models, financed in advance by the company, taken for personal reasons—including part-time models for family (family care leave with a special salary model offered since January 2012), continuing education, or social commitment. In addition, a savings model offers the opportunity of taking flexible time-out or tailoring the structure of part-time work.
- Standardized parental leave process.
We further pursued our "Stay in contacT" parental leave scheme for all employee groups in 2011. The goal is for employees to stay in touch with the company, colleagues and their department via systematic contact management. We help them by offering planning consultation at the start of and during parental leave as well as re-entry consultation, among other offers.
Employees can use this work option if their position allows, if they personally qualify for the option and if the option is approved by their superior. Qualified employees can spend a maximum of 20 percent of their work time working on a trust basis at locations of their choice
- Diversity consultants: Advice on issues such as the parental leave process and flexibility in workplace and working hours. Contact person for career development matters.
- Fathers' network
- Day care places: total of 379 across Germany. In 2012, approximately 180 more child care places will be added. Expansion to national companies as well
- Child-friendly offices: set up in Germany and Hungary
- Vacation program: fixed component of the company's offering.
- Youth exchange program: In the reporting year, there was also a pilot for an international youth exchange program.
- Free emergency childcare
- Free support in the search for local childcare facilities
- Advisory and placement service for employees with elderly family members in need of care
- Leave of absence for family emergencies
- Family vacations: over 42,000 employees and their family members took advantage of these offers
- Family-support services: advice and arranging of childcare through the AWO welfare organization's parental service
- The Post Postbank Telekom welfare service provided some EUR 110,000 in studying grants and some EUR 385,000 in support payments in the reporting year, for the most part in Germany.
The trend toward an aging society is also reflected in Telekom. We have to secure the experience of older employees and at the same time ensure a balanced age mix in the company through the targeted recruitment of younger staff. With Generation@Telekom, we plan to make Telekom fit to meet these challenges and promote mutual understanding between the generations. The measures of our HR policy across all phases of life include, for example, "reverse mentoring." An exchange of experience between the generations turned around—younger employees explain the world of the Web 2.0 to older executives. Other measures also include the following:
- 50plus customer advisory council: The experts advise the Group on developing and introducing products and services designed especially for the 50-plus generations.
- Encouragement of health awareness and provision of offers
- Mentoring of students studying STEM subjects
- Bologna 40plus: special part-time study offers for academic education. We reach employees over 40 through a variety of academic offers. They can opt for individual part-time study modules or complete part-time degree programs. In 2011, eight percent of the 433 part-time students being supported were over 40.
Internationality: Improving exchanges.
Encouraging international cooperation between countries and cultures is a central challenge for us. We support the exchange of experiences through our international diversity network with participants from our national companies. Besides our international development programs, other measures to improve intercultural exchange include our involvement in the Diversity Charter and our participation in the "Afrika kommt!" project designed to promote young professionals from African countries.
Telekom is a strong advocate for an open-minded working environment, where all employees can reach their full potential, regardless of their sexuality. With this in mind, we expanded our "queerbeet" network for homosexual, bisexual and transsexual employees in 2011. We also maintain close partnerships with Völklinger Kreis and Wirtschaftsweiber, two associations for gay and lesbian managers. In addition, we are represented each year at the MILK career days.
People with disabilities: Statutory quota surpassed.
Supporting and integrating people with disabilities is important to us. With 6.7 percent disabled employees in Germany, we are well over the statutory quota of five percent. During the reporting year, we took around 1,300 measures to create disabled access to workplaces and stepped up our efforts to find positions for people with severe disabilities in the Fairplay project.
|Sub-targets||Status of implementation/measures|
|Continue and expand life@telekom program||Implementation underway. |
|First DAX 30-listed company to introduce a quota for women in middle and upper management||Implementation underway. |
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