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  • 2017 Corporate Responsibility Report

Responsible employer

Here is a selection of material topics from the 2017 CR-Report. More information can be found in the chapter Employees.

We want to be a magnet for global digital talent

As a leading European ICT img service provider, we need the best minds: creative thinkers and employees with a knack for technology that want to help us design the digital transformation. We look for top talent in all countries, which also contributes to the further internationalization of our Group. We offer applicants a worldwide platform for job searches and international standards in our selection process. To further strengthen our employer brand in the growing job markets, we developed a new global Employer Value Proposition (EVP) in 2017. This value proposition showcases what distinguishes us as an employer and helps us to achieve a consistent perception of our Group across all target groups.

We also use digital channels for recruiting. This includes our Global Online Challenge Platform, which we use to reach students, graduates, start-ups and IT professionals worldwide who enjoy mastering virtual business games. Our recruiting robot Roberta is our answer to "living digitalization". Roberta allows colleagues to participate in trade shows, events and trade congresses, personally answer questions on site and even provide people with live glimpses of Deutsche Telekom's working world - all while sitting at their office desk. Completely in line with our motto, "We shape the digital world to bring people closer together", we are shaping the digital world in order to bring people together and establish close relationships. Take the CMD+O project, which served to create an open workspace at the end of 2017 in Berlin for two weeks for students and young professionals. Those who were interested could take part in workshops and attend presentations. By employing these and other measures, we were able to acquire over 1,000 IT and telecommunications experts in Germany alone in 2017.

We received several honors for our recruiting activities in 2017 as well. Our Find Your Team career website received the HR Excellence Award 2017. The portal is helping us go down a new path between the classic career website and job search portal, where future colleagues and teams introduce themselves to each other. Every applicant thus has the opportunity to get to know the diversity of people, working methods, topics and tasks at our Group. We received the Innovation of the Year European HR Excellence Award for our recruiting robot Roberta. We also achieved second place for our social media activities in Germany in the overall ranking of market research institute Potentialpark. Furthermore, we were able to impress visitors to Europe's largest career trade fair for women, women&work, with our trade fair presence, which resulted in them once again selecting us as the most appealing employer.

We are particularly focused on increasing our attractiveness as an employer in new and growing markets. An example: Our Women's STEM img Award, which we have been presenting since 2013 in collaboration with "audimax" student magazine and the MINT-Zukunft-schaffen (Creating a STEM future) initiative, is now open to STEM students not only from Germany but also from other European countries. We will continue to promote the participation of women in STEM topics.

Start up!: our trainee program for young innovators

Our Start up! trainee program helps young people start their career at Deutsche Telekom in Germany with a good skill set under their belt. The trainee program above all targets technology and IT graduates who have an entrepreneurial spirit and are open to new challenges. Since we also explicitly want to reach talent outside of Germany, we adapted our language requirements to those applicants in 2017. In the reporting period we accepted 32 university graduates into our trainee program, roughly 50 percent of whom were women. We want to increase the number of new trainees in the future.

During a period lasting 15 to 18 months, trainees familiarize themselves with different areas of the company in Germany and abroad. They take on challenging project assignments in various business areas. Experienced mentors assist the trainees. The program is supplemented by innovative training formats and events. Our Start up! trainees also pursue their own initiatives and support social projects within the context of our Social Days.

Satisfaction and commitment index

The Employee Satisfaction KPI img has improved steadily in recent years. This is largely due to sets of measures which guarantee improvements right down to individual teams. We base this on the employee survey carried out every two years and monitor how effective these measures are through the half-yearly pulse survey. This allows us to continuously analyze and optimize our processes. It gives us the opportunity to continually improve employee satisfaction.

You can find further information here.

 

Fluctuation rate

The fluctuation rate in Germany increased for the first time, after experiencing continuous reduction until 2015. In 2017 it was 1.7%. At the international level it has increased by more than one percentage point in comparison to 2016. It has also increased slightly at Group level due to the increase in Germany, and was 4.68% in 2017.


 
You can find further information in the HR Factbook starting mid-May.
Reporting against standards

In combination with additional data on the number of employees, the data on the fluctuation rate fully covers the GRI 401-1 (New employee hires and employee turnover) GRI indicator.

Skills development at Telekom Training in Germany

Deutsche Telekom offers its employees a range of advanced training measures, which enable them to develop and brush up their skills. 

You can find further information here and in the HR Factbook starting mid-May. Group data will be available starting in the 2017 reporting year.

Reporting against standards

By reporting this data we fully cover the GRI 404-1 (Average hours of training per year per employee) and GRI 404-2 (Programs for upgrading employee skills and transition assistance programs) GRI indicators as well as the S02-02 (Average expenses on training per FTE p.a.) EFFAS indicator. This data also covers criterion 16 (Steps taken to promote the general employability of all employees) of the German Sustainability Code.