Diversity and company pension scheme

Women in middle and upper management

In 2014, the percentage of women in middle and upper management positions experienced a year-on-year increase, particularly in Germany, to 20 percent while remaining stable at our national companies at around 29 percent.

 

You can find further information here.

By reporting the percentage of women in middle and upper management, we fully cover the G4-LA12 (Composition of governance bodies and breakdown of employees) GRI indicator and the S10-02 (Percentage of women in managerial positions) EFFAS indicator and partially cover the S10-01 (Percentage of women in total workforce) EFFAS indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact  principle 6 (Elimination of discrimination).

The percentage of part-time employees came to around 13 percent in 2014, remaining stable year over year.

 

You can find further information here.

By reporting this data, we partially cover the G4-10 GRI indicator. This data is also relevant for criteria 14 (Employee rights) and 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact  principles 3 (Freedom of association and the right to collective bargaining) and 6 (Elimination of discrimination).

By reporting this data, we partially cover the G4-10 GRI indicator.

 

Supporting and integrating people with disabilities is important to us. At 7 percent in 2014, the share of disabled employees in Germany again put us well over the statutory quota of 5 percent.

 

You can find further information here.

By reporting this data, we partially cover the G4-LA12 (Composition of governance bodies and breakdown of employees) GRI indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact  principle 6 (Elimination of discrimination).

The age structure at Deutsche Telekom in Germany remained un-changed for the most part in 2014 compared to the previous year. The majority of our employees are between the ages of 46 and 55. We experienced a clear decrease in the age group between the ages of 36 and 45 in the four-year trend. The percentage of employees in this age group decreased from 31 to 28 and then, finally, to 25 percent. The share of employees between the ages of 56 and 65 increased from 11 to 13 percent compared to the previous year.

 

To help us effectively conduct and manage our demographics management activities, we have intensified our monitoring of such HR indicators as well as of qualitative indicators with a high relevance for demographics. We consider it important to take both objective HR indicators as well as subjective assessments, e.g., from our employee survey, into account.

You can find further information here.

By reporting on this data, we partially cover the G4-LA12 (Composition of governance bodies and breakdown of employees) GRI indicator and fully cover the S03 -01 (Age structure/distribution) EFFAS indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact  principle 6 (Elimination of discrimination).

The increase in fund assets can be attributed to the payments of the increasing number of plan participants (as was the case in previous years). Because the majority of participants in the 2001 pension plan are still active, i.e., still paying into their retirement plans, this increase will remain steady over the next few years.

 

Please refer to the strategy and management section for more information on our sustainable investment strategy for assets associated with our company pension scheme and similar obligations in Germany.

By reporting this data we fully cover the G4-EC3 (Coverage of the organization's defined benefit plan obligations) GRI indicator.