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.