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  • 2016 Corporate Responsibility Report
2016 Corporate Responsibility Report

Diversity

Women in middle and upper management

In 2016, as well, we continued pursuing the goal of achieving 30 percent women in management positions. We continue to support this goal through the "Fair Share" initiative. In Germany, the percentage of women in mid- and upper-level management increased from 19.7 percent to 21.2 percent. Group-wide, however, the value has slightly decreased, dropping from 25.8 to 25.4 percent.In the supervisory boards, the percentage of women among employee and employer representatives in Germany totals 34.8 percent.

Deutsche Telekom is one of the few DAX Groups where women have been part of the Board of Management for several years now. In addition, more and more women are working in international management teams below the Board of Management level - while only 9 out of 58 members were women in December of 2015, this number grew to 16 of 54 members in 2016.

You can find further information here and in the HR Factbook.

Reporting against standards

By reporting the percentage of women in middle and upper management, we fully cover the G4-LA12 (Composition of governance bodies and breakdown of employees) GRI indicator and the S10-02 (Percentage of women in managerial positions) EFFAS indicator and partially cover the S10-01 (Percentage of women in total workforce) EFFAS indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact img principle 6 (Elimination of discrimination).

Women in total workforce

Employees with disabilities

Deutsche Telekom has already exceeded the prescribed minimum rate of 5 percent of disabled employees for a good many years, so that it heads the list of DAX 30 companies on this count. In 2016 Deutsche Telekom again raised this figure by 0.2 percentage points.

You can find further information here and in the HR Factbook.

Reporting against standards

By reporting this data, we partially cover the G4-LA12 (Composition of governance bodies and breakdown of employees) GRI indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact img principle 6 (Elimination of discrimination).