Deutsche Telekom offers its employees a range of advanced training measures, which enable them to develop and brush up their skills.
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.
The object of our international development and leadership programs is for high potentials and high achievers to gain a foothold in the Group, to keep them loyal to the company and to position them in suitable jobs. These programs focus on development of the upcoming leader generation and on support in coping with the challenges they face now and in the future. At the same time, the programs aim to enhance their sense of belonging, increase knowledge exchange and promote personal responsibility.
The number of participants in Global Talent Pool and the replacement for the Talent Space program increased in 2018.
In 2018, we recruited more than 6,000 junior employees for training or a cooperative degree program. More than 35% of them were women. The decrease on the previous year's figures is in line with the general employment trend at Deutsche Telekom.
You can find further information here.Reporting against standards
By reporting this data we partially cover the GRI 404-1 (Average hours of training per year per employee) GRI performance indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code.
In 2018, Deutsche Telekom hired almost 1,800 new employees from the external labor market in Germany. In addition, we gave around 1,600 internal junior staff permanent jobs on completion of their vocational training or cooperative study courses. A total of 10,460 employees were recruited outside Germany.