The key points of our new Sustainability Strategy created in 2021 are to create a 100 percent inclusive workplace and provide 100 percent accessible services in 2030.
Key results and developments in 2022:
Closing the gap We are continuing to experience the actual business benefits engendered by the advancement of a corporate diversity culture. In 2022, we maintained a stable 50 percent female ratio in our senior management and strive to achieve a 35 percent female ratio throughout management by 2025. Since September 2020, we have maintained our female quota showing at least two qualified female candidates on shortlists for all management-level positions.
Parental leave and return Another major step toward retention of the female workforce was development of a new process for parental leave and return to work. The key points of this process are assisted preparation for the parental-leave period, development of stay-in-contact channels, and a back-to-work scheme. Colleagues are provided with a step-by-step guide leading them through the process. It is designed to give support with information about employee and family benefits and the official preparation process for parental leave. The process also has a strong career-planning feature, encouraging employees to plan their parental leave and return period.
On the first day of the summer vacation, we organized the #ShowMeWhereYouWork event for employees with children. They were invited to come to our HQ building and engage playfully with their parents’ everyday working activities. We hosted about 500 children in the headquarters, showing them robotics, playing with AI and VR, educating them about the wires, glass fibers and the Internet, showing our mobile Internet access support vehicle – which we deploy at music festivals. We also had a virtual Minecraft Playground where children had the opportunity to build the Future Telekom Workplace with tutors from Logiscool.
Unconscious bias e-learning for all Our open-source Unconscious Bias Training material in Hungarian has helped many companies here develop their inclusive culture. We are continuing to support the wider public by sharing this material openly and free of charge.
Inclusion After a few years we were happy to re-engage in support for the Romaster Foundation, where we provide mentorship and tuition support for two talented Roma students from disadvantaged backgrounds. Throughout the academic year in 2021/2022, we supported two high-school students and we began the academic year 2022/2023 with a high-school student and a university student. Both of them are supported with a monthly stipend and a personal mentor.
In line with the good practices of our Disability-Friendly Workplace processes, we have hired a rehabilitation mentor who joined our People Unit as a DE&I specialist focusing on accessible hiring and workplace environment development. In the fourth quarter, we launched an employee communication campaign to inform our colleagues about disability and health-related employment benefits and procedures. Guidance was also offered to managers in disability-friendly team management. We support our colleagues who decide to undergo the procedure for receiving a complex classification about their impaired working capacity with an extra day off to undergo the health examination, along with financial support.
In 2022, we kicked off our employee resource groups, involving a diverse range of Telekom Communities. Our LGBTQ&Allies Community – the Magenta Pride Community – was very active throughout Pride month. They organized a community event inviting a Rainbow Family, where two fathers and their twins shared the experience of same-sex parent adoption in Hungary. They also organized this year’s Budapest Pride parade attendance. As our first employee community, the members of the Magenta Pride Community offer mentoring and knowledge sharing support to the other employee communities.
In June 2022, the Women@Telekom Community was formed with an after-work virgin-cocktail garden party and a roundtable discussion about the current female experience at Telekom. The event and the community are sponsored by Telekom’s female Leadership Team members and several C-suite female managers.
In the fourth quarter of 2022, we are having an all-employee year’s end campaign focusing on our shared values and taking the opportunity to form additional employee communities: Accessible Telekom, Savale! Roma Support Community and Families at Telekom.
In 2022, we continued to focus on the topic in our inclusive leadership development practices and we also stressed the importance of maintaining a safe space for mental resilience throughout our annual Pulse Survey communications campaigns. In 2022, we updated our secure compliance reporting online site, and used the rollout communications campaign to provide further information for employees about all systemic and cultural efforts that help us maintain psychological safety in the workplace.
Corporate governance We introduced and implemented the renewed DT Group level Employee Relations Policy and the Diversity, Equity and Inclusion Policy. 2021 saw the launch of our new 2021-2025 Equal Opportunities Plan and this continued to run in 2022.
The key points of our new Sustainability Strategy created in 2021 are to create a 100 percent inclusive workplace and provide 100 percent accessible services in 2030.
Key results and developments in 2022:
Closing the gap
We are continuing to experience the actual business benefits engendered by the advancement of a corporate diversity culture. In 2022, we maintained a stable 50 percent female ratio in our senior management and strive to achieve a 35 percent female ratio throughout management by 2025. Since September 2020, we have maintained our female quota showing at least two qualified female candidates on shortlists for all management-level positions.
Parental leave and return
Another major step toward retention of the female workforce was development of a new process for parental leave and return to work. The key points of this process are assisted preparation for the parental-leave period, development of stay-in-contact channels, and a back-to-work scheme. Colleagues are provided with a step-by-step guide leading them through the process. It is designed to give support with information about employee and family benefits and the official preparation process for parental leave. The process also has a strong career-planning feature, encouraging employees to plan their parental leave and return period.
On the first day of the summer vacation, we organized the #ShowMeWhereYouWork event for employees with children. They were invited to come to our HQ building and engage playfully with their parents’ everyday working activities. We hosted about 500 children in the headquarters, showing them robotics, playing with AI and VR, educating them about the wires, glass fibers and the Internet, showing our mobile Internet access support vehicle – which we deploy at music festivals. We also had a virtual Minecraft Playground where children had the opportunity to build the Future Telekom Workplace with tutors from Logiscool.
Unconscious bias e-learning for all
Our open-source Unconscious Bias Training material in Hungarian has helped many companies here develop their inclusive culture. We are continuing to support the wider public by sharing this material openly and free of charge.
Inclusion
After a few years we were happy to re-engage in support for the Romaster Foundation, where we provide mentorship and tuition support for two talented Roma students from disadvantaged backgrounds. Throughout the academic year in 2021/2022, we supported two high-school students and we began the academic year 2022/2023 with a high-school student and a university student. Both of them are supported with a monthly stipend and a personal mentor.
In line with the good practices of our Disability-Friendly Workplace processes, we have hired a rehabilitation mentor who joined our People Unit as a DE&I specialist focusing on accessible hiring and workplace environment development. In the fourth quarter, we launched an employee communication campaign to inform our colleagues about disability and health-related employment benefits and procedures. Guidance was also offered to managers in disability-friendly team management. We support our colleagues who decide to undergo the procedure for receiving a complex classification about their impaired working capacity with an extra day off to undergo the health examination, along with financial support.
In 2022, we kicked off our employee resource groups, involving a diverse range of Telekom Communities. Our LGBTQ&Allies Community – the Magenta Pride Community – was very active throughout Pride month. They organized a community event inviting a Rainbow Family, where two fathers and their twins shared the experience of same-sex parent adoption in Hungary. They also organized this year’s Budapest Pride parade attendance. As our first employee community, the members of the Magenta Pride Community offer mentoring and knowledge sharing support to the other employee communities.
In June 2022, the Women@Telekom Community was formed with an after-work virgin-cocktail garden party and a roundtable discussion about the current female experience at Telekom. The event and the community are sponsored by Telekom’s female Leadership Team members and several C-suite female managers.
In the fourth quarter of 2022, we are having an all-employee year’s end campaign focusing on our shared values and taking the opportunity to form additional employee communities: Accessible Telekom, Savale! Roma Support Community and Families at Telekom.
In 2022, we continued to focus on the topic in our inclusive leadership development practices and we also stressed the importance of maintaining a safe space for mental resilience throughout our annual Pulse Survey communications campaigns. In 2022, we updated our secure compliance reporting online site, and used the rollout communications campaign to provide further information for employees about all systemic and cultural efforts that help us maintain psychological safety in the workplace.
Corporate governance
We introduced and implemented the renewed DT Group level Employee Relations Policy and the Diversity, Equity and Inclusion Policy. 2021 saw the launch of our new 2021-2025 Equal Opportunities Plan and this continued to run in 2022.