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  • 2019 Corporate Responsibility Report

Diversity

Our approach to diversity and equal opportunity

Our contribution to the SDGs

Diversity is our strength
At our company, women and men, young and old as well as people with different abilities and cultural backgrounds from some 150 countries work together very successfully. This diversity helps us remain competitive around the world with good ideas and outstanding products, and consolidate our position as an attractive employer.

For us, diversity means that we offer our employees numerous opportunities to develop professionally and grow personally, regardless of their gender, age, sexual orientation, health situation, ethnic background, religion, or culture. Our Group-wide Diversity Policy, the six Guiding Principles, the Group’s Employee Relations Policy and our “Code of Human Rights & Social Principles” form the foundation of our commitment to diversity. We are also a founding member of the corporate initiative “Diversity Charter” and aim to promote and use diversity both within and outside of the company.

As early as during the hiring process we emphasize diversity and consider options other than just traditional educational and life paths. Good examples of this are our entry-level training scheme for young people who are disadvantaged in terms of their social and educational background and our part-time apprenticeships/degree programs for single parents.

We support an effective work-life balance with an extensive work-life portfolio to allow our employees to realize their abilities in the best possible way. At the end of 2019, 10.8 percent of employees covered by collective agreements and 13.4 percent of Deutsche Telekom civil servants throughout Germany were working part-time. 7.6 percent (as at December 31, 2019) of our employees in Germany are disabled, putting us well over the statutory quota of 5 percent. More than one percent of our apprentices and those in cooperative study programs in Germany are young people with disabilities. This is also above-average in view of the total number of disabled people in Germany.

Equal opportunity is a particularly important issue for us - one for which we have been fighting for more than two decades. Our goal is to increase the number of women in expert and managerial positions; we want to fill 30 percent of leadership positions in middle and upper management worldwide with women. To that end, we have initiated several measures.

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Yvonne von de Finn

Diversity Charter

Our contribution to the SDGs

The Diversity Charter is an independent economic initiative that is supported by around 3,000 companies and institutions in Germany. The Charter’s goal is to create a work environment free of prejudice. All employees deserve respect and appreciation – regardless of gender, nationality, ethnic origin, religion or belief, disability, age, sexual orientation, and identity. Deutsche Telekom is a founding member of the initiative.

Commitment to increasing the number of women in managerial positions

Our contribution to the SDGs

Our goal is to have women occupy at least 30 percent of positions in middle and upper management. To this end, we have initiated a host of measures:

Our diverse range of measures has allowed us to continuously increase the share of women in middle and upper management – from 12.5 percent in 2010 to 26 percent on December 31, 2019. With 40 percent on the Group’s Supervisory Board, we have surpassed both our own goal as well as the statutory gender quota introduced in Germany on January 1, 2016. Our quota for women, which we want to achieve by the end of 2020, also applies to the two levels beneath Board of Management level, the management of the national companies, and the internal supervisory boards in Germany. With these efforts, we are significantly surpassing the statutory regulations in effect in Germany since 2015.

We also work to increase the number of women participating in technical cooperative study programs. While in 2010 the share of women was only 11 percent in Germany, it has meanwhile risen to 14.3 percent (as at December 31, 2019).
In 2019, our women’s network Women@Telekom organized its second AI hackathon, this year on the topic of cybersecurity. A diverse group of some 55 experts from the programming, data science, and graphic design fields took part.

Percentage of women in total workforce KPI

In recent years, we have succeeded in maintaining the proportion of women in the total workforce at over a third and expect a slight upward trend in the future.

Percentage of women in middle and upper management KPI

In 2019, as well, we continued pursuing the goal of achieving 30% women in management positions. 
In Germany, the percentage of women in middle and upper management rose from 21.0 percent to 21.9 percent in 2019. Likewise, the figure for the entire Group increased and now stands at 26 percent. In the national companies outside Germany (excluding TMUS), the figure declined slightly due to a reduction in mandates and the deconsolidation of Albanian Mobile Communications.

You can find further information in the HR Factbook.

Reporting against standards

By reporting the percentage of women in middle and upper management, we fully cover the GRI 405-1 (Diversity of governance bodies and employees) GRI indicator and the S10-02 (Percentage of women in managerial positions) EFFAS indicator and partially cover the S10-01 (Percentage of women in total workforce) EFFAS indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact  principle 6 (Elimination of discrimination).

Percentage of women on the management board KPI

In 2019, as well, we continued pursuing the goal of achieving 30% women in management positions. Two of our nine board members are female.

Deutsche Telekom is one of the few DAX Groups where women have been part of the Board of Management for several years now. In addition, more and more women are working in international management teams below the Board of Management level.

   

You can find further information here and in the HR Factbook.

Reporting against standards

By reporting the percentage of women on the management board, we fully cover the GRI 405-1 (Diversity of governance bodies and employees) GRI indicator and the S10-02 (Percentage of women in managerial positions) EFFAS indicator and partially cover the S10-01 (Percentage of women in total workforce) EFFAS indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact principle 6 (Elimination of discrimination).

Percentage of women on the Supervisory Boards of Deutsche Telekom's national companies KPI

In the supervisory boards of our fully-consolidated European subsidiaries, the percentage of women totals 25 percent (in Germany: 39.5 percent).

You can find further information here and in the HR Factbook.

Promoting diversity among our young talent

Our contribution to the SDGs

We are committed to diversity among our junior staff and support young people with migrant backgrounds: as of December 31, 2019, 10 percent of the trainees and students on a cooperative degree program employed by us were of a nationality other than German; a total of 59 nations are represented.

Since 2011, we have been collaborating with the German Federal Employment Agency to offer single parents the opportunity to complete a part-time apprenticeship or cooperative study program. 13 young people began their part-time training with this program in 2019.

We offer refugees opportunities to embark on a career through our “Internship PLUS direct entry” program.

Employees with disabilities KPI

Deutsche Telekom has already exceeded the prescribed minimum rate of 5 percent of disabled employees for a good many years, so that it heads the list of DAX 30 companies on this count. In 2019 the value of 7.6% could be maintained.


You can find further information here and in the HR Factbook.

Reporting against standards

By reporting this data, we partially cover the GRI 405-1 (Diversity of governance bodies and employees) GRI indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code. It is also used for reporting on the Global Compact  principle 6 (Elimination of discrimination).