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At Deutsche Telekom the percentage of open positions, which were filled by internal candidates developed as following:
2018: 72%
2019: 51%
2020: 66%

We keep our goal of reducing our carbon footprint in mind when planning and operating our data centers. To achieve this goal, we take a two-step approach. It starts with optimizing energy consumption at each data center site and then continues with improving processes throughout the global data center landscape.
The PUE (Power Usage Effectiveness) figure is the key indicator for their energy efficiency. Since 2008, we have succeeded in reducing the average PUE factor at the T-Systems data centers in Germany from 1.85 to 1.56. 

Our aim is to increase the share of renewable energy on a yearly basis. Therefore our reported target is to increase our share in comparison to the previous year.

We offer our employees competitive, performance-based pay oriented to the relevant local markets. Our remuneration policies are structured to guarantee equal pay for men and women and do not discriminate.
Executive compensation at Deutsche Telekom is based on our Group-wide Global Compensation Guideline. We also offer our employees additional benefits such as our company pension scheme.
As part of our Group-wide employee survey, we regularly ascertain how satisfied our employees are with their pay and also conduct other surveys on specific topics and in specific units.

Detailed information:

- Note for value "Executive Level" (Board Remuneration) Public Source: DT Annual Report 2020 => Table “Total compensation” for Board of Management =>“Non-Performance-based” compensation

- Further employee levels

• Calculation is only for Germany
• Management level: MG 2 and MG 3 and high exempt levels AT3 and AT4
• Non-Management level: Tarif employee's Group 1-10

Network reliability is essential for telecommunications services to ensure a secure network and thus the best customer experience. A stable network without failures is the basis for this. Deutsche Telekom AG measures various factors in order to constantly monitor, control and optimize the reliability of its networks. We focus on every aspect that can have a direct impact on our customers. The following parameters are determined annually for Deutsche Telekom's entire network in Europe:

• “Average network interruption frequency” (Total number of customer interruptions/total number of customers served)
• “Average network interruption duration” (Total duration of customer interruption/total number of customers served).

These parameters are calculated for all technologies and all Deutsche Telekom networks in Europe.
In 2020, the average network interruption frequency was 0.14 and the average network interruption duration was 26.15.

Deutsche Telekom started to sustainably change the learning culture in the group in 2019 and further expanded this significantly in 2020. With the "youlearn" initiative, we are pursuing the goal of developing Telekom into a learning organization. In doing so, the company is increasingly focusing on supporting everday, self-directed learning, with content that is also designed to be more fun. Through "youlearn", new information portals for learning offerings, improved search, new digital learning content and a new experience-based learning platform have been introduced since 2019 and will also be fully rolled out in Germany in 2020. Overall, the Corona pandemic has significantly reduced the number of learning hours compared to 2019. This is due to the almost complete elimination of face-to-face training in 2020.

Deutsche Telekom comprises a number of major subsidiaries operating in different countries respectively regions. Several of them are listed stock corporations in their own right and publish as such comprehensive information on their respective sub-group, including inter alia their subsidiaries, activities, employees, revenues, profits/losses and taxes. In order to access such information, please find the following references to the sub-group reportings for 2019 & 2020:

1. T-Mobile US
   a) T-Mobile US-Annual Report 2019
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of publicly-listed US-subsidiary, see pages 29, 33, 36-37, 42-43, 53, 57-59 etc.

   b) T-Mobile US - Annual Report 2020
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of publicly-listed US-subsidiary, see pages 28, 29, 35, 38, 47-49, 57-58, 77-78, 113-115 etc.

2. OTE
   a) OTE - Annual Report 2019
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of publicly-listed Greece-subsidiary, see pages 8, 16, 34, 38, 65, 142-147 etc.

   b) OTE annual report for 2020 to be published soon; check OTE-website: OTE Investor Relations

3. MAGYAR
   a) MAGYAR Telekom - consolidated annual report 2019
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of publicly-listed Hungary-subsidiary, see pages 15, 17, 21, 64-69, 82, 96 etc.

   b) MAGYAR Telekom - consolidated annual report 2020
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of publicly-listed Hungary-subsidiary, see pages 15, 17, 21, 57-60, 74, 88 etc.

4. Hrvatski Telekom
   a) Hrvatski Telekom_Croatia Annual Report 2019
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of publicly-listed Croatia-subsidiary, see pages 44-45, 62-63, 71, 78-81, 115, 125-126 etc.

   b) Hrvatski Telekom_Croatia_Annual Report 2020
   Comment Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of publicly-listed Croatia-subsidiary, see pages 44-45, 52-58, 76-77, 92-97,112-113, 122-123 etc.

Furthermore, there are also several other unlisted subsidiaries of Deutsche Telekom that publish comprehensive relevant information. In order to access such information, please find the following references to their reportings for 2019 & 2020:

1. T-Mobile Czech
   a) T-Mobile Czech_Annual Report 2019
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of Czech Republic Holding-subsidiary, see pages 10-11, 15-17, 55-58, 87, 94-95, 97, 106, 123-124 etc.

   b) T-Mobile Czech_Annual Report 2020
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of Czech Republic Holding-subsidiary, see pages 12-13, 14-17, 73-74, 91-92, 96, 104-105, 107 etc.

2. Slovak Telekom
   a) Slovak Telekom Annual Report 2019
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of Slovak Telekom Group, see pages 14-15,16, 32-34, 36, 61-62 etc.

   b) Slovak Telekom Annual Report 2020
   Comprehensive reporting of subsidiaries, activities, employees, revenues, profits/losses and taxes of Slovak Telekom Group, see pages 13-16, 17, 32-24, 36, 59-60 etc.

As there is currently no comprehensive definition of lobbying expenses, we are guided by the applicable transparency requirements and publish the lobbying expenses in Brussels (in accordance with the "Agreement between the European Parliament and the European Commission on the transparency register for organizations and self-employed individuals engaged in EU policy-making and policy implementation" -> https://eur-lex.europa.eu/legal-content/de/TXT/?uri=uriserv:OJ.L_.2014.277.01.0011.01.ENG ) and in Washington for T-Mobile USA (in accordance with the "Lobbying Disclosure Act [LDA]" -> https://lobbyingdisclosure.house.gov/ldaguidance.pdf ).

We are guided by the principle of respecting the independence and integrity of our political interlocutors. For this reason, we welcomed the creation of a European lobbying and transparency register from the outset and were one of the first companies to register. We support the introduction of a transparency and lobbying register for the German Bundestag and the German government. As soon as requirements are defined for Germany, we will publish corresponding information.

Lobbying expenditures 2020 in accordance with applicable transparency rules

[1] https://ec.europa.eu/transparencyregister/public/consultation/displaylobbyist.do?id=60052162589-72&locale=en#en

[2] https://lda.senate.gov/filings/public/filing/search/?registrant=T-Mobile&registrant_country=&registrant_ppb_country=&client=&client_state=&client_country=&client_ppb_country=&lobbyist=&lobbyist_covered_position=&lobbyist_conviction_disclosure=&lobbyist_conviction_date_range_from=&lobbyist_conviction_date_range_to=&report_period=&report_year=2020&report_dt_posted_from=&report_dt_posted_to=&report_amount_reported_min=&report_amount_reported_max=&report_issue_area_description=&affiliated_organization=&affiliated_organization_country=&foreign_entity=&foreign_entity_country=&foreign_entity_ppb_country=&foreign_entity_ownership_percentage_min=&foreign_entity_ownership_percentage_max=&search=search#js_searchFormTitle

[3] https://eur-lex.europa.eu/legal-content/de/TXT/?uri=uriserv:OJ.L_.2014.277.01.0011.01.ENG

[4] https://lobbyingdisclosure.house.gov/ldaguidance.pdf

*) The various disclosures are not directly comparable with each other, as they refer to the legal requirements applicable in each case.

At Deutsche Telekom we are committed to acting responsibly, in everything that we do. As a global leader in telecommunication solutions, our goal is to contribute positively to the major societal and ecological developments of our age. We understand that universal human rights are a prerequisite for these ambitions. Conducting regularly human rights impact assessments is important and an ongoing activity for us. In our due diligence risk identification process we cover several topics. We respect all the fundamental human rights laid out in the International Bill of Human Rights, the International Labour Organization’s Core Labour Rights, the OECD Guidelines for Multinational Enterprises and ten Principles of the UN Global Compact. We spell out this commitment in our Code of Human Rights and further policies and regulations. We are dedicated to respecting human rights and strive to prevent adverse human rights impacts related to our operations, our suppliers, and our customers at the global or local level.
We have developed a comprehensive human rights due diligence programme in line with the UN Guiding Principles on Business and Human Rights. Our actions are informed by international standards, continuous stakeholder engagement and collaboration between our Group and local business units.

We continually assess human rights risks and impacts at Group and local level. In our risk and impact assessments process we cover several groups at risk (e.g. Own employees, women, children, suppliers, employees of suppliers, migrant workers, communities, Indigenous people, third-party contracted labor) through different methods.

In our risk and impact assessments we cover several groups at risk in our process. We continually assess human rights risks and impacts at Group and local level through different methods.
These include eg: We conduct annual sustainability risk assessments across our supply chains which include human rights. We use tools such as EcoVadis, RepRisk, social audits and mobile surveys conducted by internal and external experts. We regularly conduct human rights risk assessments (HRIA) at international locations that are considered high risk. This includes actual or potential human rights issues, we cover regularly, such as: Forced and child labor, human trafficking, freedom of association, discrimination and diversity topics, right to collective bargaining, health and safety topics and equal remuneration. Please see more information via this link.
We follow a systematic approach to monitoring all our local functions’ adherence to our Employee Relations Policy, considering their specific local contexts. Focus topics include wages, non-discrimination, freedom of expression, virtual work, diversity and work-life-balance. You can read
We acknowledge that human rights focus areas may change as our business evolves and commit to continuously review and amend these topic areas and related human rights due diligence activities.

Deutsche Telekom AG supports the United Nations Standards of Conduct for Business to tackle discrimination against lesbian, gay, bi, trans and intersex (LGBT+, + Plus sign stands for not excluding anyone ) people. “We are promoting an environment of mutual respect, tolerance and diversity. We stand up for human rights and promote openness and understanding in a digitalized and networked world. I am very pleased that we have adopted the UN's global LGBT+ Standards of Conduct for business,” said Birgit Klesper, Senior Vice President Corporate Responsibility.

Since 2000, Deutsche Telekom AG has been a member of the UN Global Compact, and is expressly committed to the United Nations Guiding Principles for Business and Human Rights. “In joining 240 of the early supporters of the UN Global LGBT+ Standards for Business, Deutsche Telekom is sending a powerful signal to the ICT industry and beyond. As a responsible company, Deutsche Telekom is dedicated to respecting and protecting human rights including those of LGBT+ people.” said Fabrice Houdart, United Nations Human Rights Officer and co-author of the Standards. MagentaPride, the Group's LGBT+ employee network, is proud that Deutsche Telekom expressing its engagement to human rights by drawing the standards of conduct for business - tackling discrimination against lesbian, gay, bi, trans, & intersex people.

Deutsche Telekom AG supports the United Nations Standards of Conduct for Business to tackle discrimination against lesbian, gay, bi, trans and intersex (LGBT+, + Plus sign stands for not excluding anyone ) people. “We are promoting an environment of mutual respect, tolerance and diversity. We stand up for human rights and promote openness and understanding in a digitalized and networked world. I am very pleased that we have adopted the UN's global LGBT+ Standards of Conduct for business,” said Birgit Klesper, Senior Vice President Corporate Responsibility.

Since 2000, Deutsche Telekom AG has been a member of the UN Global Compact, and is expressly committed to the United Nations Guiding Principles for Business and Human Rights. “In joining 240 of the early supporters of the UN Global LGBT+ Standards for Business, Deutsche Telekom is sending a powerful signal to the ICT industry and beyond. As a responsible company, Deutsche Telekom is dedicated to respecting and protecting human rights including those of LGBT+ people.” said Fabrice Houdart, United Nations Human Rights Officer and co-author of the Standards. MagentaPride, the Group's LGBT+ employee network, is proud that Deutsche Telekom expressing its engagement to human rights by drawing the standards of conduct for business - tackling discrimination against lesbian, gay, bi, trans, & intersex people.

For the impact measurement, the already existing process was adapted, and a tool based on the process was developed with which the analyses are carried out. The process consists of 4 steps and covers the environmental and societal impacts of a measure. See process steps below - and graphics illustrating them

1.Definition of the baseline situation, target situation and measure

2.Evaluation of the value chain and corresponding stakeholders

3.Evaluation of resource uses of the baseline and target situation as well as the changed use of resources of the measure

4.Environmental and societal impact of the measure

Stakeholder dialogues within Deutsche Telekom have to adhere to the “Guide to successful stakeholder management”: following the definition of the targets of the engagement (1) and the scope and boundaries for influence (2), relevant stakeholders are selected based on the assessment of their respective affectedness and influence (3) on the project/ issue in question. Basis of this selection is Deutsche Telekom’s stakeholder universe. Timing (4) and format (5) of the engagement have to be selected in accordance with the aforementioned targets, scopes and needs of the stakeholders affected. A check for risk and opportunity is integrated in each of these five steps. 

Deutsche Telekom is committed to providing a safe environment for all its employees free from discrimination on any ground and from harassment at work including sexual harassment. We are committed to a zero-tolerance regarding any form of sexual harassment in the workplace. We treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including dismissal from employment. All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint. Furthermore, we offer a groupwide human rights training for all our employees. The topic sexual harassment is included in the training.

Deutsche Telekom is committed to providing a safe environment for all its employees free from

discrimination on any ground and from harassment at work including sexual harassment. We are committed to a zero-tolerance regarding any form of sexual harassment in the workplace. We treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including dismissal from employment. All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint. Furthermore, we offer a groupwide human rights training for all our employees. The topic sexual harassment is included in the training.

Every two years we conduct our employee survey in order to obatin feedback from our employees, discover weaknesses, and implement suitable actions to eliminate those weaknesses. The analysis on team level and of other criteria (e.g. function, executives vs. leader vs. employee, gender, age group) support the derivation of fitting concrete improvement actions on all levels. Around 76% of all employees participated in the last employee survey, the share of men and woman - where gender was specified - complies approximately with gender proportion in the group (participation rate man around 67%, women around 32% and for the first time diverse around 1%).

In addition to the employee survey, we also gauge employee satisfaction every six months through a pulse survey. This helps us obtain a current snapshot of the mood at the company and verify whether the introduced actions have been successful. This lets us make quick adjustments if necessary. The pulse survey in November 2020 saw a 77% response rate among the group.

There is a strong need to predict and prepare for long term risks that could occur in the future. Although these risks are difficult to spot, they can have a significant impact on our company. It is therefore necessary to effectively identify and evaluate such adverse events early and develop mitigation strategies to protect our business and our customers against such risks. Having a comprehensive view of emerging risks for Deutsche Telekom is part of our risk management system, which systematically identifies, assesses, and manages relevant risks.

These emerging risks are categorized into political, economic, social, technological, environmental and regulatory/legal events that could occur. The assessment factors considered include velocity and novelty of the risk and relevance for our industry and business in the years ahead.The following emerging risks are on the rise:

Technological: Cybercrime is exploding. Digital transformation, expanding device adoption, machine learning and other applications of exponential increase in computing power are trying to outpace current security protection. As the number of entry points into organizations grows, and cybercrime becomes ever-more profitable, the number of cyberattacks will continue to rise.
Risks include hackers deploying ransomware that can block access to data and key systems (either by exploiting security holes in companies’ networks or using phishing emails to harvest credentials and gain entry), AI-powered cyber-attacks will become more autonomous and self-propagating, learning the target’s network environment rather than relying on known or common vulnerabilities.
Ongoing mitigation measures include creating a more robust IT control environment to increase prevention of these common attacks; deploying (Artificial Intelligence) machine learning techniques into network intrusion detection and strong effective reaction capabilities to defend against detected attacks; improving malware detection and secure user authentication and raising cyber awareness to reduce potential cyber breaches.

Economic: A pandemic crisis is impossible to predict, but historical data shows that in the past decades regional and global pandemics have been occurred more rapidly. A new pandemic can drastically reduce economic growth globally affecting multiple industries, supply chains and how we live and work.
Relating risks could be higher payment delays and defaults of our business and consumer customers increasing our bad debt. Possible lockdowns would force shops to close and travel restrictions would reduce our subscriber growth and the volume of roaming traffic. Additionally, companies could reduce their IT orders. Social distancing and homeschooling could lower overall efficiency or in the case of a severe pandemic temporarily or even permanently reduce our workforce. All of this could in turn, lead to a decline in revenue.
Our Group Situation Center monitors the development of any emerging pandemic. As part of our crisis management, they communicate pandemic guidelines and provide hygiene and safety equipment to all shops, offices and infrastructure sites to protect customers and employees. Other group wide mitigation measures include ramping up and stabilizing our networks to ensure our network can handle additional surges in voice and data traffic. To minimize the spread of a possible outbreak, employees may work from home and our sales and service teams can reallocate to meet changing demands.

Environmental: Natural Disasters such as flooding, severe storms, hail, heat waves, wildfires, hurricanes and earthquakes are occurring more often. The physical effects of our changing climate are leading to ocean warming, heat and humidity increase and increasing average temperatures and humidity levels. Therefore, these extreme weather scenarios are likely to intensify in the future.
As more natural disasters occur, specific areas will become more vulnerable to flooding, storms, or heat and could increase the number of network outages of our network infrastructure (direct damage) or affecting the relevant supply of power or water (indirect damage). This in turn could lead to loss of revenues or lower customer satisfaction.
Mitigation to reduce such network outages include analysis of previous and forecasting of possible future disasters to identify weak spots in areas that are more prone to stronger and more frequent disasters. Any identified weak spots in our network equipment would be upgraded to increase robustness against such disasters. Furthermore, detailed business continuity and disaster recovery plans are in place in case such events should occur.