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  • 2015 Corporate Responsibility Report
2015 Corporate Responsibility Report

Diversity

Women in middle and upper management

We have reported a positive trend in the percentage of women holding management positions since the launch of the Fair Share initiative in 2010. The initiative systematically supports high-achieving female employees on their career trajectory to a management role or when developing their current managerial position. In the first year of the initiative, the percentage of women in middle and upper management rose markedly from 22.7 to 24.7 percent. In December 2015 the figure was 25.8 percent. The percentage of women on supervisory boards in Germany has risen from 17.7 percent to 30.6 percent since 2010. Deutsche Telekom is one of only a handful of DAX corporations with an established track record of women on its Board of Management. The number of women working in the international management team reporting to the Group Board of Management has also risen. Whereas in February 2010 the figure was only two, it rose to 9 of a total of 58 members in December 2015.

You can find further information here.

Reporting against standards

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 img  principle 6 (Elimination of discrimination).

Deutsche Telekom has already exceeded the prescribed minimum rate of 5 percent of disabled employees for a good many years, so that it heads the list of DAX 30 companies on this count. In 2015 Deutsche Telekom again raised this figure by 0.2 percentage points.

You can find further information here.

Reporting against standards

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).

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