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Taking a stand

We are taking a stand – for diversity, non-discrimination, and equality of opportunity. We are also making this stance very clear to the outside world. On September 2, 2020, our Chief Human Resources Officer, Birgit Bohle, unveiled a huge rainbow T in front of the Deutsche Telekom headquarters in Bonn. This campaign was accompanied by a comprehensive communications campaign on our social media channels that centered on LGBTI+ and diversity issues.


Our activities to promote diversity are contributing toward the tenth Sustainable Development Goal of the United Nations – reduced inequalities.

For diversity

Everyone at Deutsche Telekom can #TAKEPART. That’s why we are also committed to equality of 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. We are determined to promote this diversity, including in our leadership teams. It is part of who we are. One important target we have set is that 30 percent of leadership positions worldwide should be held by women by the end of 2025. The Board of Management has confirmed this target. Furthermore, as a responsible company, we support basic ethical values that preclude any type of discrimination. This makes diversity a crucial success factor for us – in order to develop successful products, we must understand our customers’ needs. 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 a corporate initiative known as the Diversity Charter.

What we are doing

We offer our employees wide-ranging opportunities to develop personally and grow professionally. Here are 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 program

Career advancement while parenting? It’s possible – with our mentoring program for junior employees with children. They are prepared for expert and management tasks in Germany before, during, and after their parental leave and are supported by an experienced manager.


More than seven percent of our employees in Germany are severely 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.


What if your child suddenly gets sick and you have an important meeting? 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.


What if your mother suddenly needs nursing care? Or 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.

You’re less alone when you’re together

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, MagentaPride: the lesbian, gay, bisexual, trans, and intersex 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 2020, MagentaPride actively collaborated on a project for gender-neutral language in the Deutsche Telekom Group and organized kick-off events on various topics. For example, we came together to discuss how the coronavirus is affecting LGBTI+ people, including in the world of work.

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 issues arise, our colleagues in Threat Management will investigate any threats of violence, bullying, sexual harassment, physical violence, and any pursuit of fanatical ideologies – and will always do so on a strictly confidential basis. Where necessary, the team will cooperate with a network of external specialists, including the HR department, the employee representatives, the police, and women’s refuges. All employees can contact the Threat Management team directly by emailing „“.

Fair pay

Employee pay at Deutsche Telekom is based on the requirements of the relevant job. Gender, age, nationality, religion, ethnicity, sexual orientation, or any disability of the employee do not play a role in pay. Our collective agreements on remuneration and other matters reached with the employee representatives ensure transparent, gender-neutral pay. 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.

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