Corona has turned the world of work upside down and created new demands for employers. Digitalisation, automation, freedom, new work and self-fulfilment are at the forefront of candidates' minds and are also having an impact on their job search. The desire for job security and a flexible working environment that allows a good balance between professional and private challenges are among the top criteria when choosing an employer. Especially in the IT & Tech sector, the "war for talents" has become even more acute in 2021, and the position of the target group is stronger than ever before. To further strengthen our employer brand, we responded to the needs of our target group early on in our employer brand communication by informing them about digital application processes, agile working methods, flexible working and remote work at Telekom. Another important aspect in our communication is a personal approach to talents, as well as creating closeness in our digital world, because the topic of "Belonging" is also high on the agenda in 2021. With our new employer brand campaign "We are IT", we address this feeling precisely and thus address the people behind the jobs with their diverse interests. In a unique external and internal IT survey, we discovered what is relevant to IT professionals outside and inside Telekom and what connects them with each other. With target group-specific messages, authentic communication and a strong content strategy, we remind IT professionals what technology means to them and what opportunities they can discover at Deutsche Telekom.
Skills management in the digital age: skillsUP!
There are 5,500 different job descriptions at Deutsche Telekom in Germany alone. As digitalization progresses, many of them no longer match the tasks and skills now required.
The skillsUP! program launched in 2018 aims to cut the number of job profiles to less than 1,000 and adapt them so that they last for the next three to five years. However, skillsUP! involves more than just modernizing job profiles. The new, up-to-date job descriptions are linked to the Group’s skills management so as to ensure holistic, integrated HR planning, make it easier to identify possible gaps in required skills, initiate training measures, or advertise new jobs. Deutsche Telekom is the first large German company to have such a mechanism. skillsUP! is the Group-wide implementation of several pilot projects that have been conducted since 2016.
Conflict-free Sourcing Initiative
ICT products can contain processed minerals, some of which are mined under inhumane, illegal conditions. The proceeds are often used to finance civil wars in Africa. Telekom is committed to ensuring that the devices it trades do not contain any raw materials produced under critical conditions. It supports the efforts of the Responsible Minerals Initiative, which is committed to responsible raw material extraction and procurement. Their central instrument is the Conflict-Free Smelter Program and the corresponding Smelter Database, which is used to control the metalworking and smelting plants (Smelter). Independent auditors check whether the raw materials obtained come from responsible sources and create publicly available audit reports for each processed metal. To make it easier to report abuses, there are contact addresses where whistleblowers can submit their information anonymously.
Commitment to the Diversity Charter
The Diversity Charter is an independent economic initiative that is supported by around 3300 companies and institutions in Germany. Its goal is to promote the recognition, appreciation, and inclusion of diversity in everyday working life in Germany, creating a work environment that is free of prejudice. Deutsche Telekom is a founding member of the initiative.
As in past years, we participated in the seventh nationwide German Diversity Day in 2019. In addition to a conference with around 150 managers from partner companies in the Rhine-Ruhr network participated, the Deutsche Telekom headquarters in Bonn hosted a exhibition with fact, figures and statements from Board Members and employees to show how diverse DTAG is.