Through our interactive benchmarking tool, important facts and figures of our national companies can be analysed and compared.
Workforce development worldwide KPI
Deutsche Telekom workforce 2001-2021 KPI
Our strategy to become the leading telecommunications provider in Europe is reflected in the trend in our international employee headcount. The domestic workforce has been steadily declining since 2003, and measured in terms of the total number of employees, amounted to around 39 percent at the end of 2021. Since this year we are also recording a decrease in international staff for the first time, the shares thus remain the same. The international share stays at 61 percent. The strategic sales in Romania, South Africa and Malaysia contributed to this.
Reporting against standards Part-time employees Deutsche Telekom Group KPI
We believe it is important to offer our staff flexible working conditions that fit their needs at every stage of their lives. This includes the opportunity to work part-time, but also the guaranteed option of returning to work when the employee no longer wants to work part-time. We also offer this to young parents so that they can balance starting their career through training or a part-time cooperative study course with the demands of family life as a single parent. Part-time training is available in all of our training programs, and means apprentices spend 25 hours per week either in the company, in school, or in the training center. The highlight: like all apprentices, part-time apprentices can cut their training to two and a half years and therefore apply for a job earlier than would have otherwise been possible. A success model all round, since Deutsche Telekom also benefits from the young people’s commitment.
Reporting against standards Part-time employees Deutsche Telekom Group in Germany KPI
The percentage of part-time employees came to around 13 percent in 2021, and thus remained stable compared to the previous year.
Reporting against standards
Global Reporting Initiative (GRI)
- GRI 102-8 (General Disclosures)
- Criterion 14 (Employee Rights)
- Criterion 15 (Equal Opportunity)
- Principle 3 (Uphold freedom of association and the right to collective bargaining)
- Principle 6 (Elimination of discrimination in respect of employment and occupation)
The Group’s headcount fell by 4.3 percent compared with the end of the prior year. The number of employees in our Germany operating segment decreased by 9.3 percent against year-end 2020, mainly as a result of the reassignment of employees to the Group Headquarters & Group Services segment in connection with reorganization measures at Deutsche Telekom IT. Employees also continued to take up socially responsible instruments as part of staff restructuring activities, such as dedicated retirement and phased retirement.
The total number of employees in our United States operating segment remained stable compared with December 31, 2020. In our Europe operating segment, the headcount was down 14.4 percent compared with the end of the prior year, with staff levels decreasing in Romania in particular, mainly due to the sale of the fixed-network business. The headcount in our Systems Solutions operating segment was down 1.2 percent against year-end 2020. The effect on headcount of our global efficiency enhancement measures was offset by increased staff requirements in our growth areas. The decline in numbers was due to the sale of a business operation and the reassignment of parts of the business within the Group (‑2.0 percent). The takeover of external service providers in Mexico had an offsetting effect (+0.9 percent). In the Group Development operating segment, the headcount remained at the 2020 year-end level. The number of employees in the Group Headquarters & Group Services segment was up 17.6 percent compared with the end of 2020, mainly due to the aforementioned reassignment of employees from the Germany operating segment.
You can find further information in the HR Factbook.Reporting against standards
Global Reporting Initiative (GRI)
European Federation of Financial Analysts Societies (EFFAS)