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  • 2018 Corporate Responsibility Report
2018 Corporate Responsibility Report

Responsible employer

Here is a selection of material topics from the 2018 CR-Report. More information can be found in the chapter Employees.

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. Our global Employer Value Proposition showcases what distinguishes us as an employer.

We offer applicants a worldwide platform for job searches and international standards in our selection process. We use diverse digital channels for recruiting, including our Global Online Challenge Platform, for example. It is aimed at students, graduates and IT professionals worldwide who enjoy mastering virtual business games. Since 2018 we have been testing the use of online games in application processes. They were used in the Assessment Center of our trainee program Start up!, for example. The games supply us with additional information on applicants’ personality. We also opened the doors to the open workspace CMD+O in Munich and Cologne for a few weeks at the end of 2018. It offered IT experts, young professionals and students space to implement their own projects, forge valuable contacts, and broaden their horizons. They could take part in workshops and attend presentations. By employing these and other measures, we were able to acquire over 3,000 new employees, mainly in ICT, in Germany alone in 2018.

Diversity is an integral part of our corporate culture, which is why we are trying to attract greater numbers of women to our company. We encourage women in STEM img subjects and professions with the Women’s STEM Award, which we have been presenting since 2013 in collaboration with the “audimax” student magazine and the MINT-Zukunft-schaffen (Creating a STEM future) initiative. We also support Femtec, a career-building program for female STEM students with management potential, as well as Global Digital Women, an international network of movers and shakers in the digital industry. We also attended women&work, Europe’s key career trade fair for women, to specifically target female candidates.


We also received several honors for our recruiting activities in 2018 and defended second place in the overall ranking of the market research institute Potentialpark. We even captured the top spot in the individual categories “Career Website” and “Social Media.” We also won the trendence Employer Branding Award in the category “Best Employer Branding for Students” in 2018. In addition, we were named the most attractive employer for our trade fair presence at women&work.

Start up!: our trainee program for young innovators

Our Start up! trainee program above all targets technology and IT graduates who have an entrepreneurial spirit and are open to new challenges. Since we also increasingly want to reach talented candidates outside of Germany, the application process has been held in English since 2017. As a result, we have been able to increase the share of international participants: Nine percent of trainees were not native German speakers in 2018. In the reporting period, a total of 44 university graduates embarked on the trainee program, 59 percent of whom were women. We want to significantly increase the number of new trainees in the future.

During a period lasting around 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 managers 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. In 2018, for example, the trainees organized a campaign for the “Weihnachtspäckchenkonvoi” (Christmas Parcel Convoy) initiative, in which they collected more than 200 gift parcels.

Satisfaction and commitment index

  Data assured by PwC. 

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 again slightly, after experiencing continuous reduction until 2015. In 2018 it was 1.94% in Germany, and 9.78% at the international level. The rate has also increased slightly at Group level due to the increase in Germany, and was 5.12% in 2018.

You can find further information in the HR Factbook.
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.

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.