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  • 2019 Corporate Responsibility Report

Take a stance...

June 28, 2019 marked the 50th anniversary of the first gay and lesbian demonstrations on Christopher Street in New York. On this day, we displayed a rainbow-colored “T” on our social media channels.

SDG 10 - Reduce inequality

Our measures to promote diversity contribute to the 10th sustainability goal of the United Nations: Reduce inequality.

...for diversity!

At Deutsche Telekom, everyone can #TAKEPART. That’s why we are also committed to equal opportunity and diversity at the Group. Worldwide, around 220,000 people from about 150 countries work for Deutsche Telekom – women and men, young and old. Promoting this diversity is part of our identity. But diversity is also an important success factor, because in order to develop successful products, we must understand the needs of our customers. And we can only do that if our company is just as diverse as society.

Our Diversity Policy, applicable throughout the Group, forms the main foundation of our commitment to diversity. We are also a founding member of the Diversity Charter corporate initiative.

What we do

We offer our employees extensive opportunities to develop professionally and grow personally. A few examples:

Working models

We know that priorities in life can change. We take that into consideration: with flexible working time models, a guaranteed return to full-time work that exceeds legal requirements, and working time accounts for earlier retirement or longer time out. Many employees also have the option of working from home.

Mentoring programs

Career jump during parental leave? It’s possible – with our mentoring program for junior employees with children. They are prepared for specialist and management tasks in Germany before, during and after their parental leave and supported by an experienced manager. In addition, we offer a mentoring program for Supervisory Board candidates.


More than seven percent of our employees in Germany are disabled. We are driving inclusion forward throughout the Group with our own action plan and various measures. We offer individual advice, special IT support, modified workplace equipment and sign language translation, among other things.


Your child suddenly gets sick and you have an important appointment? There are parent-and-child offices or emergency childcare services for such situations at many locations in Germany. We also run several of our own day-care centers with very flexible opening hours. And we even have exciting childcare programs during the holidays.


Your mother is suddenly in need of care? Your partner has to be hospitalized and your family needs help with everyday tasks for several weeks? In situations like these, we help our employees in Germany with free advice from our cooperation partner “awo lifebalance“ and an online advisory service.


“The new colleague is older, he must be conservative.” “Julia just became a mother, there’s no way she’s interested in a promotion.” “Germans are always so thorough and correct.” We all carry around this “unconscious bias”. It always influences us, even when making professional decisions: Who will get the job? Who will be promoted? How do we put a project team together? We are using an internal communication campaign to show our employees how this unconscious bias secretly influences our decisions. With the help of explanatory videos and in practical workshops, we make them aware of the influence this has on our thoughts, feelings and actions – but also how to overcome this bias in order to make more objective decisions. Since the initiative’s launch in 2015, we have conducted more than 250 workshops throughout the Group. Participants have included employees as well as members of the Board of Management.

Together we are less alone

Sharing ideas with people facing challenges similar to your own can be a great help. This is why we support numerous employee networks at Deutsche Telekom. For example, Magenta Pride: the lesbian, gay, bisexual, trans* and inter* employee network. It provides advice on matters concerning sexual identity, provides support and arranges help, when necessary. It also assists our managers and departments in an advisory capacity. Other examples of networks are the women’s network Women@Telekom, our network for fathers, or the network for international employees in Germany.

We not only support the employee networks, but also make use of their expert knowledge. In 2019, Women@Work organized a hackathon  img on the topic of artificial intelligence (AI). It also addressed the question of how AI can help make application processes free from bias. We are currently implementing an idea from the hackathon and developing software that uses AI to analyze job advertisements for hidden bias.

Protecting employees

Our employees have the right to a workplace that is free from fear and violence - whether it’s at the office, in our Telekom Shops or at appointments with customers. The HR security team employs appropriate preventative measures to this end. If there are specific circumstances, the threat management colleagues will look into every case of threatened violence, stalking, bullying, sexual harassment or physical violence in strict confidence. Where necessary, the team will cooperate with a network of external specialists, including the police, women’s refuges and victim support organizations. Anyone can contact the team directly by email to „“ – always in strict confidence. This and other units at the Group are networked and are available even when problems arise in employees’ private lives, because this kind of stress also plagues them at work.

Fair pay

At Deutsche Telekom, employee pay is based on the degree of difficulty and complexity of the specific task, in other words, on the requirements of the respective job. Gender, age, nationality, religion, ethnicity, sexual orientation or any disability of the employee do not play a role in payment. Our collective agreements on remuneration and other matters reached with the trade unions ensure a transparent, gender-neutral payment. In accordance with the German Act to Promote Transparency of Pay Structures, we published a report on equality and equal pay as an annex to our Annual Report for the first time in 2018. In addition, upon request, we will present our employees with an outline of the criteria according to which they are paid. Overall, less than one percent of our employees have so far made use of their right to information.