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Age structure in the DT Group KPI

The average age within the Group decreased by 0.3, to 41.4 years within the reporting period. The reported figures substantiate this trend. The applicable percentage shares for the various age groups have shifted slightly.

About one half of the company’s workforce falls into the age groups 36–45 and 46–55. In a trend apparent since 2018, the percentage of persons in the age group 46–55 has been decreasing continuously, from 29.0 percent to 23.6 percent in the reporting year. At the same time, the percentage of persons in the age group 36–45 has grown continuously throughout the same period, except in 2021. Overall, this percentage has increased from 23.5 percent to 25.5 percent.

Although the age group 56–65 grew by 0.2 percentage points, the overall number of persons in the age group 46–65 has decreased. In 2023, the two oldest age groups accounted for a share of 38.5 percent. This figure was down from 39.8 percent in 2022. We are making good progress in our efforts to make our workforce younger – and thereby to counter the demographic changes in society as a whole.

Further information about this is available in the HR Factbook.

 

Global Reporting Initiative (GRI)

  • GRI 405-1 (Diversity and Equal Opportunity)
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Age structure in the DT Group in Germany KPI

Demographic shifts and low natural attrition explain why the proportion of employees over the age of 55 has risen from 22 to 29 percent in the past five years.

In spite of that rise, the average age throughout our company in Germany has fallen slightly with respect to the previous year. This was partly due to a 3.5 percent decrease in age group 46–55.

Further information about this is available in the HR Factbook.

 

Global Reporting Initiative (GRI)

  • GRI 405-1 (Diversity and Equal Opportunity)
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Company pension scheme at Deutsche Telekom in Germany KPI

Deutsche Telekom offers its employees in Germany a company pension scheme based on voluntary commitments. It comprises two main components: a capital accounts plan and the Deutsche Telekom Pension Fund img.

The capital accounts plan is a system for provision of employer-financed pension entitlements. In addition, and as provided for by law, eligible Deutsche Telekom employees can arrange to have part of their salary converted into pension benefits – in this case, via the Deutsche Telekom Pension Fund. This system amounts to a state-subsidized option for an employee-financed pension scheme.

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  • Digital society Voluntary & financial commitment Corporate culture & the workplace Employee relations Employee satisfaction Diversity Demography & company pension scheme Training & development Occupational health & safety Headcount & part-time work Staff restructuring Ideas management

    • Highlights

    We are working on behalf

    of an online world in which all people

    can participate and coexist in

    keeping with democratic principles

    We are working on behalf of an online world in which all people can participate and coexist in keeping with democratic principles

    Via our “No hate speech” initiative, we once again reached a great many people (about 865 million media contacts), including the many opinion leaders and educators (about 5.7 million people) we contacted directly.

    Our “ShareWithCare” campaign also reached a great many people – and it has played an important role, worldwide, in discussion about online sharing of photos of children. With over 250 million media contacts, ShareWithCare has successfully raised awareness about issues surrounding online sharing of children’s photos and data.

    Also, via programs such as Teachtoday and Scroller, we have continued working to promote media literacy in people of all ages, always with the aim of helping people navigate cyberspace safely, securely and with confidence.

    More than 200 000 people work at Deutsche Telekom – and every one of them is unique. This diversity is our strength. In keeping with our understanding of diversity, we offer our employees many ways to keep developing and growing professionally and personally. Thanks to such efforts, our employees’ satisfaction levels remain high: In 2023, our “engagement score,” which is calculated on the basis of responses in subject areas such as mood, employer attractiveness, brand identity, and inspiration, totaled 76 percent.

    Detailed examples of our progress in 2023, described from the perspectives of both the Group and our segments, are presented in the subsections.

    Highlight numbers

    Highlight numbers

    Progress of selected KPIs in  2023

    • 2022 2023
    • Community Contribution 2 346m. € 1 504m. €
    • Beneficiaries – Focus Topics 41m. 51m.
    • Reach – Focus Topics 2 070m. 1 734m.
    • Employee satisfaction 78% 76%
    • Proportion of women in middle and upper management 28.1% 27.9%

    Topic overview

    Digital society Voluntary & financial commitment Corporate culture & the workplace Employee relations Employee satisfaction Diversity Demography & company pension scheme Training & development Occupational health & safety Headcount & part-time work Staff restructuring Ideas management

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    Digital Democracy

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    Media literacy Digital Democracy Gaming Digitalization in Crises Diversity New world of work Culture Health care