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Our approach to diversity and equal opportunity

Our contribution to the SDGs

Diversity is our strength
At Deutsche Telekom, 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 is our strength. It 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 preference, health situation, ethnic background, religion, or culture. We are clearly committed to diversity and have a Group-wide approach for upholding that commitment: It is based on our Diversity Policy, the six Guiding Principles, the Employee Relations Policy and our Code of Human Rights & Social Principles. 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.

Violations of our Guiding Principles and corporate values can be reported at any time to our anonymous whistleblower portal “Tell me!” and our contact point for human rights.

Right 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.

Diversity in figures
At the end of 2020, 13.5 percent of employees covered by collective agreements and 18.6 percent of Deutsche Telekom civil servants throughout Germany were working part-time. 7.5 percent (as at December 31, 2020) of our employees in Germany are disabled, putting us well over the statutory quota of five percent. More than one percent of our apprentices and those in dual study programs in Germany are young people with disabilities. We are also above-average in this segment in view of the total number of disabled people in Germany.

We presented the internal company Inclusion Award from the Group Representatives for Disabled Employees for the fourth time in 2020. This award honors internal company projects that were committed last year to supporting and keeping employees with severe disabilities at the company.

Gender equality from the outset
Gender equality is a particularly important issue for us. We have made it a priority for more than two decades. One of our central goals is to increase the number of women in expert and managerial positions; by 2025, we want to fill 30 percent of leadership positions on the Supervisory Board and in middle and upper management worldwide with women. The Board of Management agreed on this goal in October 2020 and initiated various measures.

Recognition for our accomplishments
In 2020, Deutsche Telekom CEO Tim Höttges was named "Personality of the Year" at the German Diversity Awards 2020. BeyondGenderAgenda is an initiative under the patronage of Federal Minister of Health Jens Spahn. Its goal is to promote diversity and inclusion in listed companies and SMEs. Tim Höttges donated the award to all employees who stand for diversity. In society, it is essential that everybody has equal opportunities. Irrespective of gender, skin color, origin, who one happens to love. It’s a human right, according to Höttges.

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. Its 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 a larger share of women

Our contribution to the SDGs

Our goal is to increase the share of women on the Supervisory Board, the Board of Management, and in middle and upper management. We were not able to meet our goal of consistently reaching a 30 percent share of women worldwide by the end of 2020. We have therefore relaunched the target and initiated numerous measures. These will help us achieve a 30 percent share of women in positions in the above-mentioned areas worldwide by 2025:

  • Our opportunities to achieve a good work-life balance through parental leave models, flexible working hours, and childcare services
  • The “Child and Career” mentoring program for female candidates for the Supervisory Board
  • Specifically addressing female talent through cooperative activities and at events
  • Defining target agreements (SMART img targets) to increase the share of women
  • Filling more leadership positions with female talents
  • Promoting the generation shift between male executives due to leave the company in the near future and female junior staff (mentoring)
  • Maintaining or increasing the diversity score, also in transformation processes, especially when filling management positions
  • Many more support and networking services

Our diverse range of measures has allowed us to continuously increase the share of women on the Supervisory Board, the Board of Management, and in middle and upper management – from 12.5 percent in 2010 to 26 percent on December 31, 2020.

At 45 percent, we have already exceeded our 30 percent target for the Group Supervisory Board. The same is true for the statutory gender quota introduced in Germany on January 1, 2016 for supervisory board committees. With a share of women of 37.5 percent (as of November 2020), the Deutsche Telekom Board of Management also exceeds our own and legal requirements. However, further efforts are needed to meet the above target for the remaining management positions on the two levels beneath Board of Management level, the management of the national companies, and the internal supervisory boards in Germany.

We are also working to increase the number of women participating in technical dual study programs. While in 2010 the share of women in these study programs was only 11 percent in Germany, it has meanwhile risen to 15 percent (as at December 31, 2020).

Networking for success
Our women’s network Women@Telekom helps women reach management positions by providing support, advice, and exchange with other women. Since 2018, the network has organized an annual AI hackathon (AI = artificial intelligence) to jointly develop useful new software. The third AI Hackathon img planned for October 2020 was postponed until March 2021 due to the coronavirus pandemic.

 

Reporting against standards

 

Global Reporting Initiative (GRI)

  • GRI 405-1 (Diversity and Equal Opportunity)

 

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 2020, as well, we continued pursuing the goal of achieving 30 percent women in management positions. 

In Germany, the percentage of women in middle and upper management rose from 21.9 percent to 22.2 percent in 2020. Likewise, the figure for the entire Group increased and now stands at 27.1 percent.

You can find further information in the HR Factbook.

Reporting against standards

 

Global Reporting Initiative (GRI)

  • GRI 405-1 (Diversity and Equal Opportunity)

German Sustainability Code

  • Criterion 15 (Equal Opportunities)

Global Compact

  • Principle 6 (Elimination of discrimination in respect of employment and occupation)

European Federation of Financial Analysts Societies (EFFAS)

  • S10-01 (Percentage of women in total workforce)
  • S10-02 (Percentage of women in managerial positions)

Percentage of women on the management board KPI

In 2020 we achieved the goal of 30 percent women in management positions. Since November 2020, a third woman has been appointed to the Board of Management. This puts us at the top of all DAX Groups with a female share of 37.5 percent.

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).

 

Global Reporting Initiative (GRI)

  • GRI 405-1 (Diversity and Equal Opportunity)

German Sustainability Code

  • Criterion 15 (Equal Opportunities)

Global Compact

  • Principle 6 (Elimination of discrimination in respect of employment and occupation)

European Federation of Financial Analysts Societies (EFFAS)

  • S10-01 (Percentage of women in total workforce)
  • S10-02 (Percentage of women in managerial positions

Percentage of women on the Supervisory Boards KPI

In the supervisory boards of our fully-consolidated European subsidiaries, the percentage of women totals 31 percent (in Germany: 41.1 percent).

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

Promoting the diversity of our young talent in Germany

Our contribution to the SDGs

We are committed to diversity among our junior staff. That is why we encourage and support young people from different backgrounds and nationalities. In addition to offering a part-time training program or dual study program, we also support disadvantaged young people and refugees – with an entry-level training internship. We thereby offer all applicants the same opportunities when starting their careers. As of December 31, 2020, 7.94 percent of apprentices and dual students we employed were of non-German nationality; in total, 55 nations were represented.

More diversity and inclusion for T-Mobile US

In the fall of 2020, the Board of Directors of our national company in the United States adopted a new declaration of intent for more diversity and inclusion. The declaration of intent was also signed by six major American civil rights organizations with whom T-Mobile US plans more intensive collaboration. To that end, T-Mobile US has established a Diversity and Inclusion Council where each of the signing civil rights organizations has a seat. Other organizations are also involved with the council; a complete list is published on the T-Mobile US website. The council, which has a total of 14 members, has no decision-making powers. It does, however, help T-Mobile US define key topics and draft and implement a strategic diversity plan. The council met for the first time in 2020; beginning in 2021, meetings will be held quarterly.

In addition to the new council, T-Mobile US also has an internal Diversity, Equality and Inclusion (D&I) network. Participants meet to address current issues, question prejudices, and learn from each other. Tens of thousands of employees participate in the D&I network; in total, some 39 percent of the workforce in the USA. The network includes a group for people with disabilities (Accessibility Community), a multicultural group (Multicultural Alliance), an intergenerational network (Multigenerational Network), an LGBTI img* community (PRIDE), a network for veterans and active military personnel (Veterans & Allies Network), and a women's network (Women's Alliance Network).

T-Mobile US has received several awards for its involvement, including the prestigious Forbes “Best Employers for Diversity” award.

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 2020 the value of 7.5 percent could be maintained.


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

Reporting against standards

 

Global Reporting Initiative (GRI)

  • GRI 405-1 (Diversity and Equal Opportunity)

German Sustainability Code

  • Criterion 15 (Equal Opportunities)

Global Compact

  • Principle 6 (Elimination of discrimination in respect of employment and occupation)