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Workforce development worldwide KPI

The Group’s headcount increased by 7.5 percent compared with the end of the prior year, mainly due to the integration of Sprint employees in the United States. Development across the segments was varied. The number of employees in our Germany operating segment declined by 4.4 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 50.7 percent as of December 31, 2019 compared with the prior year, primarily due to the integration of Sprint employees. In our Europe operating segment, the headcount was down 7.1 percent compared with the end of the prior year. The headcount decreased in Romania, Hungary, and Greece in particular. The number of employees in our Systems Solutions operating segment decreased by 4.7 percent compared with the end of 2019, mainly due to efficiency measures. The remaining headcount in this segment increased by 3.1 percent due to the insourcing of formerly external activities to realize cost savings at T-Mobile Netherlands. The headcount in the Group Headquarters & Group Services segment was down 4.1 percent compared with the end of 2019, mainly due to the ongoing staff restructuring at Vivento.



You can find further information in the HR Factbook.

Reporting against standards

 

Global Reporting Initiative (GRI)

  • GRI 401-1 (Employment)

European Federation of Financial Analysts Societies (EFFAS)

  • S01-01 (Percentage of FTE  leaving p.a.)

Deutsche Telekom workforce 2000-2020 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 78.9 percent of company employees were working in Germany in 2000, the rate has leveled at around 50 percent since 2015. The figure for 2020 was 39.3 percent.

Reporting against standards

 

German Sustainability Code

  • Criterion 15 (Equal Opportunities)

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

 

Global Reporting Initiative (GRI)

GRI 102-8 (General Disclosures)

Part-time employees Deutsche Telekom Group in Germany KPI

The percentage of part-time employees came to around 13 percent in 2020, and thus remained stable compared to the previous year.

Reporting against standards

 

Global Reporting Initiative (GRI)

  • GRI 102-8 (General Disclosures)

German Sustainability Code

  • Criterion 14 (Employee Rights)
  • Criterion 15 (Equal Opportunities)

Global Compact

  • Principle 3 (Uphold freedom of association and the right to collective bargaining)
  • Principle 6 (Elimination of discrimination in respect of employment and occupation)