Health and safety standards and management system
Providing the best possible protection for our employees is our pivotal concern. We support the Group-wide approach of our occupational health and safety team with a uniform international health, safety and environmental management system. The system is based on the following international standards: OHSAS 18001, ISO 14001 and ISO 9001 on health, safety, environmental protection, and quality. We have also defined uniform performance indicators, for example to measure the number of days lost. Minimum standards and related indicators create greater transparency and facilitate comparability at international level. The health, safety and environmental management system also helps us to maintain our global telecommunications infrastructure in the event of a crisis.
A team of experts with different specializations pursues a comprehensive, systematic approach to occupational health and fire safety. Controlled by our Health & Safety organization, in Germany alone we have around 130 company physicians and 120 occupational health and safety specialists looking after our employees. Additionally, employees can take advantage of a free, confidential, nationwide advisory service on psychosocial issues, staffed by more than 60 experts, who also offer a range of workshops.
Back in 2012, we collaborated with selected national companies - T-Systems Mexico, T-Systems South Africa, T-Systems Malaysia, T-Systems UK, PTC, Slovak Telekom - on the definition of common health and safety standards. So far 30 out of 40 companies outside Germany have accepted the uniform Group-wide framework conditions. The focus is expected to remain on international rollout until the end of 2015.
We will carry out on-site audits to assess whether companies are implementing these standards, carrying out health and safety improvements, and complying with statutory workplace requirements. Our national companies are also certified to the international health and safety standard OHSAS 18001, which provides independent verification.
Fair and market-oriented pay and benefits are a key tool to steer Telekom in times of change and high competitive pressure. Telekom also addresses this topic in its Social Charter.
Deutsche Telekom is committed to fair pay
Deutsche Telekom has a close relationship with employee representatives and pays all of its employees fairly. Even temps working for Telekom, who are paid by third parties, receive competitive rates of pay.
Gender-based pay analysis indicates fairness
We have been systematically comparing the pay of male and female employees in Germany since 2009. Once again, our 2012 analysis did not indicate any significant gender-based differences in the pay of employees not covered by collective agreements and executives. Among employees covered by the collective bargaining system, we can exclude the possibility of gender-specific disadvantages, since pay is determined solely by an employee's assignment to a function group. These results prove that Deutsche Telekom practices fair pay for men and women alike and is opposed to all forms of salary discrimination.
Company pension plan
Telekom offers its employees an attractive, employer-financed company pension plan on the basis of voluntary commitments. The capital account plan is a modern, defined contribution system. In addition to the capital account plan, we also offer our employees an optional company pension scheme, which is exclusively financed by employees. This enables employees to close any retirement income gaps and, if desired, to protect themselves against occupational disability and/or secure financial support for relatives in case of death.
Achieving a good work-life balance
One of Telekom's goals is to promote a good work-life balance, for example through mobile work options. We expressly encourage our employees to utilize such options. However, this work approach also involves risks and can also create additional stress, particularly when managers require their employees to be constantly available. In 2011, Deutsche Telekom became one of the first companies to require its managers to make sure their employees were using e-mails and phone calls responsibly and to set an example through their own behavior. The relevant policy states, for example, that employees do not have to answer e-mails outside of working hours.
We continue to promote work-life balance in Germany with the following supportive measures:
- Childcare offers: Deutsche Telekom providers day care for its employees at some locations with high employee numbers
- Fathers' network: The Heimspiel fathers' network provides advice on how to coordinate career and family as well as contact information and discussion forums
- Holiday program: Organizing holiday activities for our employees' children
- Youth exchange programs
- Free emergency childcare
- Free assistance in finding local childcare facilities
- Advisory and placement service for employees with elderly family members in need of care
- Leave of absence for family emergencies
- Family vacation offers
Family support services: advice and arranging of services through the AWO welfare organization's parental service
Vivento assisting with workforce restructuring at Deutsche Telekom in Germany
Vivento has been tasked with creating new employment prospects for Deutsche Telekom employees, both within and outside of the Group. In this way, Vivento is instrumental in helping to restructure the Group segments' workforce in Germany in a socially considerate manner. Vivento specializes in extensively advising and placing employees (potentially) affected by staff cuts. Since Vivento was established in 2003, it has helped more than 42,000 employees to gain a new perspective.
Program to involve former employees
With our "Future needs a past" program, Deutsche Telekom is recognizing the work and loyalty of our more than 130,000 former employees who are now retired. We want to keep in touch with them and continue to benefit from their know-how and ideas.
Former Deutsche Telekom employees can sign up on a special website where they can get involved in different areas, including local events with managers, expanding the online offer for former employees and participating in product launches and tests. They can also subscribe to a newsletter and the employee magazine "Future needs a past." The program was designed and is being enhanced on an ongoing basis in collaboration with the participants to make it a perfect fit for their needs and interests.
As a company Deutsche Telekom AG is facing huge challenges – extremely dynamic markets, technical innovations, regulation and strong competitors, to name just a few. That means a lot of responsibility for managers. They need to make quick decisions and weigh the risks; they need to demonstrate courage when it comes to innovations whilst maintaining a focus on consistently high employee performance. Managers are also called upon to encourage effective collaboration with other departments – the only way to guarantee our future success as a company.
Our management development program addresses these strategic challenges. The aim is to advance the skills of managers at all levels and help them master their jobs and develop themselves as individuals. The program is designed to promote more effective leadership at all levels and improve our innovative strength, internal collaboration and entrepreneurship.
The Leadership Excellence and Development portfolio, L.E.A.D., is divided into 3 categories:
- Leadership Transition Programs (LTP): LTP helps managers who have just assumed their first leadership position or have taken on their first position at executive level.
- L.E.A.D. Talent programs (LDP/FEP): This program is designed to develop talented employees preparing for their first or next management level.
- Open L.E.A.D. portfolio: The portfolio offers a range of courses that can be booked by all managers Group-wide who are keen to develop in their current role. It targets all operative managers and features practical measures that combine classroom teaching with online formats. Depending on the development areas the manager wants to focus on, they can take advantage of offers that will help them in their business development, strengthen their success in their leadership role and team responsibility or focus on their personal leadership skills.
CR newsletter for employees
We also introduced an internal CR newsletter in 2014 under the title "Good to know" to provide information on new and key developments. Published every two months in German and English, it is distributed internationally to members of the Board of Management, managers, and interested employees. Close collaboration between CR and our core business is a key focal point.
Connected health solutions for improved healthcare
Deutsche Telekom helps shape the digital healthcare system with numerous pilot projects. The primary goal is to enable the fast, secure exchange of information between doctors, patients and health insurers.
Data collection at the patient's bedside
In 2015, Deutsche Telekom installed a digital information system with 200 iPad minis at Gemeinschaftskrankenhaus Bonn hospital. Around 150 physicians and 450 nurses use the tablets when dealing with medical findings, diagnoses and X-ray images. They can access the information they need at all times and from anywhere within the hospital; they can even modify this data from the patient's bedside. There are also advantages for patients: digital documentation is more precise and there are no errors because, for instance, a doctor's handwriting is illegible. Doctors can also carry out online medicine safety checks on the tablets to exclude reactions to other medicines.
Smart home emergency call system
We presented a smart home emergency call system at the geriatric care trade fair in Hanover in 2016. The system works using sensors installed in the home, which are connected to the software of the emergency call system. The software is able to tell the difference between, say, a person bending down to pick something up and someone who has fallen and requires help. Upon identifying a real emergency situation, the system automatically uses a secure network to alert the control center staffed by an emergency home care service around the clock. The control center establishes contact with the resident via the hands-free function. The system also gives the staff an overview of the situation on-site by creating an image made impersonal and indistinct for reasons of data privacy. The smart home emergency call system has been available since 2016.
Entertain for Hospitals: entertainment and information for patients
With Entertain for Hospitals, hospitals can offer patients a comprehensive range of entertainment formats and information directly at their bedside. The vendor-independent solution can be integrated into the respective hospital information system. This allows patients to read the information brochures made accessible to them, see their appointments or order meals. Depending on the hospital's offer, patients can also watch TV programs in the time-shift mode, download series, movies and documentaries, surf the Internet, make phone calls and play games. Around 3,000 beds had already been equipped with Entertain for Hospitals throughout Germany by the end of 2015.
Role model project for comprehensive healthcare
We are building an open, accessible, interdisciplinary IT platform for medical care for people living in Eastern Saxony in cooperation with Carus Consilium Sachsen GmbH, a subsidiary of the Dresden University Hospital. The CCS Telehealth Ostsachsen project is expected to help guarantee comprehensive, local medical care in rural regions for patients in the comfort of their own homes. Cardiac patients, for example, can use their tablets to send their vital data to the Dresdner Herzzentrum cardiology center for review. The data is processed by "telenurses," specially trained care professionals who monitor vital signs and immediately inform a physician in case of any doubt.
The pilot phase was started in 2015 after two years of development work. Initial applications, such as at-home care for congestive heart failure patients and outpatient follow-up care for stroke patients, were launched in July 2015. Introducing CCS Telehealth Ostsachsen involved creating telemedicine workstations, providing patients with tablets and IP telephones and installing high-performing servers, scanners and a central database. This approach makes the project a role model throughout Europe. The EU and the Free State of Saxony support the project, for example, by funding it with almost EUR 10 million.