Employee identification with CR commitment ESG KPI
We use the Employee Identification with CR Commitment ESG KPIT-Mobile US) every two to three years. This KPI serves as the basis when defining future targets.to assess how well our employee's identify and how satisfied they are with our CR activities. The calculation is based on an employee survey that is conducted at the national companies (without
The 2015 survey indicated a considerable increase in employee identification and satisfaction with regard to our CR activities.Reporting against standards
This data is relevant for criteria 7 (Control) and 14 (Employment Rights) of the German Sustainability Code. It is also used in our reporting on Global Compact Principles 3 (Freedom of association) and 6 (Elimination of discrimination).
Satisfaction and commitment index
Satisfaction among management staff has improved continually in recent years and has stabilized at a high level throughout the Group. The commitment index for managers lies at a very good 4.5 on a scale of 1 to 5. Managers act in accordance with our our leadership principles "Collaborate," "Innovate" and "Empower to perform" as well as our Guiding Principles, which are binding for all our managers.
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Deutsche Telekom wants to pursue an open dialog and productive exchange with its employees. New working models and state-of-the-art communication options as well as regular employee surveys help us accomplish this. The main feedback tools which the Group uses to assess employee satisfaction include the employee survey, which is carried out every two years, and the semi-annual pulse survey, containing the 11 questions from the employee survey shown above.
This data is relevant for criteria 7 (Rules and processes) and 14 (Employee rights and diversity) of the German Sustainability Code. It is also used for reporting on the Global Compact principles 3 (Freedom of association) and 6 (Elimination of discrimination).