G4-LA1 New employee hires and employee turnover
Headcount development worldwide
Percentage of civil servants employed at the Deutsche Telekom Group
Headcount > Vivento employees
The number of employees entering retirement, an important component of natural employee turnover, is not recorded within the scope of the annual workforce structure report. We therefore cannot provide a breakdown of natural turnover according to gender and age. The time and effort involved in more detailed data collection would exceed any benefit from the results.
Aspect: Labor/management relations
G4-LA4 Minimum notice periods regarding operational changes
This indicator cannot be used for Deutsche Telekom as a global corporation because of the extensive effort involved in compiling all country-specific regulations, an effort that exceeds the benefit of such activities. The relevant works council committees are informed on significant operational changes and involved according to the legally applicable provisions such as the German Works Constitution Act (Betriebsverfassungsgesetz). We also regularly engage in dialog with employee representatives at a national and European level.
Aspect: Occupational health and safety
G4-DMA Management approach
Occupational health and safety (management approach)
Deutsche Telekom supports its employees with special programs when there is an emergency involving our employees or members of their families, whether it be serious illness or other situations. Some examples are described below:
- Individual counseling by psychosocial experts from the Employee and Executive Advisory Service of our external service provider, B.A.D.;
- Home help for the elderly and assistance for low-income families: The Post/Postbank/Telekom welfare service provides support in case of emergencies, such as natural disasters;
- Dance therapy for women with cancer (2 courses a year, 12 participants each) in collaboration with Erholungswerk Post Postbank Telekom e.V.;
- Advice and arranging of services in connection with "caring for relatives"
- Deutsche Telekom Social Fund: We provide fast financial aid to employees who are unable to find a way out of financial difficulties they are facing through no fault of their own.
G4-LA5 Percentage of total workforce represented in formal joint management–worker health and safety committees
We have created different steering levels at Deutsche Telekom in Germany to implement our occupational health and safety management activities:
- The first level is the Central Health Working Group comprised of managers, employer representatives, health and safety management experts, Business Partners from the national companies and representatives of disabled employees.
- The second level comprises the Health Working Groups at Deutsche Telekom subsidiaries in Germany.
- The third level is comprised of local, on-site working groups responsible for implementing occupational health and safety management locally; there are at least 110 of these.
All of our employees in Germany are represented by these committees. The national companies are responsible for their own occupational health and safety management. Step by step, however, all Deutsche Telekom employees are being entered into one health, safety and environmental management system, which guarantees compliance with Group-wide standards. Around 66 percent of employees at an international level are already covered by this management system (as of the end of 2014).
Aspect: Training and education
G4-LA9 Average hours of training per year per employee
Training (Group in Germany)
|Total hours in 2014||Female||Male|
|Apprentices||12,139,088*||4,831,944*|| 7,307,144* |
|Students in cooperative degree programs||2,139,810*||851,557*||1,288,253*|
* Average values are used in these calculations.
Continuing education (Group in Germany)
Our employees spent an average of around 24.1 hours attending continuing education events in 2014. All employees generally have equal access to continuing education opportunities (regardless of gender, cross-hierarchy). It is therefore not possible to differentiate at Deutsche Telekom.
Training and development at Telekom Training
Trainees and vocational training programs
G4-LA10 Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings
Programs for lifelong learning
Education and development
Managing career endings
Deutsche Telekom uses different tools depending on the situation to make it easier for employees to manage ending their career at the Group. These include the option to take advantage of outplacement consulting or severance pay. Telekom Placement Services also offers employees of Deutsche Telekom new employment prospects. Employees receive support and individual advice on all aspects of professional change, from appropriate job vacancies and application training to tailored skills development and information on financial incentives offered by the Group.
The Post/Telekom welfare service offers seminars on "Getting ready for retirement" in which Deutsche Telekom employees are invited to participate. Participants work on ways in which they will be able to fill their retirement years with meaningful activities and enjoy their retirement for years to come.
Training and development at Telekom Training
G4-LA11 Percentage of employees receiving regular performance and career development reviews
We use various tools to assess the performance and career development of our employees. "Compass" is used for employees covered by collective agreements and for civil servants in Germany, while the Performance & Potential Review (PPR) is for employees not covered by collective agreements in Germany and for employees at the national companies. Furthermore, in 2014 we launched Performance Dialog, a new tool for assessing the performance of top-level managers.
|Performance management tools and employee category||Number and percentage of employees whose performance and career development were assessed|
|Compass (employees covered by collective agreements in Germany)||74,850 employees (81% of the target group)|
|Performance & Potential Review (employees not covered by collective agreements in Germany)||8,560 employees (96% of the target group)|
|Performance & Potential Review (employees at national companies)||20,000 employees (tool is currently being rolled out throughout the Group)|
|Performance Dialog (top-level managers throughout the Group)||501 employees (pilot project; will be rolled out in 2015 for all managers)|
In each case, the performance management tools apply for entire employee groups and therefore cover male and female employees in equal measure.
Aspect: Diversity and equal opportunity
G4-LA12 Composition of governance bodies and breakdown of employees per employee category according to gender, age group, minority group membership, and other indicators of diversity
Material aspect: Equal remuneration for women and men
G4-LA13 Ratio of basic salary and remuneration of women to men
We have been comparing the pay of male and female employees for several years now. We were unable to identify any significant, gender-based differences in pay for our employees in Germany. Our Logib-D and eg-check certifications confirm that men and women receive equal pay for the same work. It was not possible to record the pay of our male and female employees at all of our international offices due to data unavailability, relevance to competition and the time and effort involved.
Aspect: Supplier Assessment for Labor Practices
G4-LA14 Percentage of new suppliers that were screened using labor practices criteria
We do not currently have information regarding the percentage of new suppliers that have been evaluated based on sustainability criteria (e.g., though voluntary information, the EcoVadis platform or social audits). This information will be available once the supplier portal has been introduced throughout the Group. Rollout is scheduled to be completed by the end of 2016. The general requirement for any supplier relationship is passing a pre-qualification process, which includes 16 questions regarding sustainability.
G4-LA15 Significant actual and potential negative impacts for labor practices in the supply chain and actions taken
2014 audit results
Improvement measures regarding working conditions, human rights or environmental protection were implemented at the facilities of at least 34 out of 45 audited suppliers.
Aspect: Labor practices grievance mechanisms
G4-DMA Management approach
Human rights (management approach)
Employees can use a central e-mail address under the Employee Relations Policy or the Tell Me whistleblower portal at any time to report poor working conditions and other issues, and they can do so anonymously if desired.
Employees at all units are informed of the Employee Relations Policy, the relevant e-mail addresses and the whistleblower portal, typically via the company intranet. New hires are also informed of our whistleblower channels.
In addition to the channels mentioned above, a special e-mail address (firstname.lastname@example.org) is also available for information and questions regarding human rights topics at Deutsche Telekom.