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  • 2018 Corporate Responsibility Report
2018 Corporate Responsibility Report

Headcount and part-time work

Workforce development worldwide

As per the end of 2018, the Group’s headcount had fallen by 0.8 percent year-on-year. Development within the individual segments showed a varied pattern. For example, the headcount in our Germany operating segment was down 3.4 percent, as the combined result of efficiency enhancement measures, fewer hirings in the operating units, and the take-up of socially responsible staff restructuring schemes. As at December 31, 2018, the total headcount in our United States operating segment was up 2.1 percent year-on-year, primarily due to additional hirings in customer service, in the backoffice, and in the networks unit, although this was partially offset by a decrease in customer acquisitions. In our Europe operating segment, the year-end headcount was up 1.5 percent, due in large part to the transfer of personnel from UPC Austria by our Austrian NatCo, and the expansion of services in Croatia. The year-end headcount in our Systems Solutions operating segment was down 1.2 percent net against 2017, primarily as a result of restructuring measures, while the Group Headquarters & Group Services segment reported a 3.9 percent decrease. The headcount reduction associated with ongoing staff restructuring measures at Vivento was partially offset by an increase in the Technology and Innovation unit.



You can find further information in the HR Factbook.

Reporting against standards

In Verbindung mit den weiteren Angaben zu den Mitarbeiterzahlen deckt die Angabe zur weltweiten Entwicklung der Mitarbeiterzahlen den GRI-Indikator GRI 401-1 (Neueinstellung und Fluktuation) vollständig ab. Weiterhin wird die EFFAS-Kennzahl S01-01 (ausscheidende Mitarbeiter) teilweise abgedeckt.

Deutsche Telekom workforce 1999-2018

Our strategy to become the leading telecommunications provider in Europe is reflected in the trend in our international employee headcount. The number of employees working at sites outside Germany has risen notably since the turn of the millennium – albeit with fluctuations in some places. Whereas 88.2 percent of company employees were working in Germany in 1999, the rate has leveled at around 50 percent since 2015. The figure for 2018 was 45.5 percent.

Reporting against standards

This data is relevant for criterion 15 (Diversity and health) of the German Sustainability Code.

Number of employees by country

Part-time employees Deutsche Telekom Group

We believe it is important to offer our staff flexible working conditions that fit their needs at every stage of their lives. This includes the opportunity to work part-time, but also the guaranteed option of returning to work when the employee no longer wants to work part-time. We also offer this to young parents so that they can balance starting their career through training or a part-time cooperative study course with the demands of family life as a single parent. In 2018, 28 young people took the opportunity to do this. Part-time training is available in all of our training programs, and means apprentices spend 25 hours per week either in the company, in school, or in the training center. The highlight: like all apprentices, part-time apprentices can cut their training to two and a half years and therefore apply for a job earlier than would have otherwise been possible. A success model all round, since Deutsche Telekom also benefits from the young people's commitment.

Reporting against standards

By reporting this data, we partially cover the GRI 102-8 (Information on employees and other workers) GRI indicator.

Part-time employees Deutsche Telekom Group in Germany

The percentage of part-time employees came to around 13 percent in 2018, a slight decrease compared to last year.

You can find further information here.

Reporting against standards

By reporting this data, we partially cover the GRI 102-8 (Information on employees and other workers) GRI indicator. This data is also relevant for criteria 14 (Employee rights) and 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact  principles 3 (Freedom of association and the right to collective bargaining) and 6 (Elimination of discrimination).