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Workforce development worldwide KPI

The Group’s headcount fell by 2.4 percent compared with the end of the prior year. Development across the segments was varied. The number of employees in our Germany operating segment declined by 3.4 percent as a result of efficiency enhancement measures and the take-up of socially responsible instruments in connection with the staff restructuring. The total number of employees in our United States operating segment increased by 0.9 percent as of December 31, 2019 compared with the prior year, primarily due to ongoing growth in our business. In our Europe operating segment, the headcount was down 7.4 percent compared with the end of the prior year. This was due in part to the sale of Telekom Albania. The headcount also decreased in Romania, Hungary, and Poland in particular. The number of employees in our Systems Solutions operating segment increased by 1.7 percent compared with the end of 2018, mainly due to the first-time inclusion and expansion of a service unit in India. The remaining headcount in this segment decreased by 3.5 percent on account of restructuring measures. In the Group Development operating segment, the 31.7 percent increase in the number of employees can be attributed to the inclusion of Tele2 Netherlands in the Netherlands. The headcount in the Group Headquarters & Group Services segment was down 6.3 percent compared with the end of 2018, mainly due to the ongoing staff restructuring at Vivento and the lower headcount in the Technology and Innovation unit.



You can find further information in the HR Factbook.

 

Reporting against standards

In combination with additional headcount data, the data on the trend in employee numbers worldwide fully covers the GRI 401-1 (New employee hires and employee turnover) GRI indicator. It also partially covers the S01-01 (Percentage of FTE  leaving p.a.) EFFAS indicator.

Deutsche Telekom workforce 1999-2019 KPI

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 2019 was below 45 percent.

Reporting against standards

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

Number of employees by country KPI

Part-time employees Deutsche Telekom Group KPI

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. 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 KPI

The percentage of part-time employees came to around 13 percent in 2019, and thus remained stable compared to the previous year.

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).