The 2009/2010 Human Resources Report

For Deutsche Telekom, tolerance is synonymous with productive diversity. “Adding value by valuing others” is our motto – everyone linked to Deutsche Telekom benefits from our “diversity business case.”

Tolerance 30|31 Diversity business case III: Women in management. Taking female advancement seriously: Deutsche Telekom is the first Dax 30 company to introduce a women’s quota. By the end of 2015, 30 per- cent of upper and middle management positions at Deutsche Telekom are to be filled by women. This regulation applies worldwide. We anticipate that greater diversity in management will not only expand our talent pool but also generate greater added value for the company. With more women in management positions, we strive to implement visible, sustained equal op- portunities for the best talents, regardless of their gender. Our efforts over the years for the advancement of women were genuine and well-intended, but success remained limited as in all major companies. We are therefore now taking a new and bold tack without abandoning the advancement measures we have installed to date. Moreover, the women’s quota is an innovative response to mid-term developments on the labor and talent mar- ket. Today, for example, around half of students graduating in economics at German universities are women. Despite this, a “glass ceiling” clearly still stops too many talented females from making it to the top. Deutsche Telekom intends to break through this “ceiling” by introducing the women’s quota; we also expect it to be a positive signal for girls starting out on their careers. For Deutsche Telekom, the quota is an important part of the stra- tegic workforce restructuring process as it ensures constructive, fair and sustainable expansion of the talent pool that will provide the managers of tomorrow’s world. Setting targets for preparations and controls. Implementation of the 30-per- cent quota for women in management positions at Deutsche Telekom will be prepared systematically on the basis of targets governing, for example, the recruitment of university graduates, selection processes, talent pools and participation in executive development programs. In subsequent years, the company envisages that the percentage of female graduates from co- operative degree courses and university graduates, especially In techno- logical study courses, that it recruits will be twice as high as the quota of women graduates overall, particularly in technical subjects, and will increase from year to year. Our management development programs must be com- posed of at least 30 percent women in 2010, and at least 40 percent by the year 2012. Women in the Deutsche Telekom Group, Germany. In %. All figures rounded. 32 32 13 13 Percentage of the total workforce Percentage of executives in management groups 1,2,3 31 12 2007 2008 2009 10 20 30 40 50 5 10 15 20 25 45 16 29 15 21 24 13 19 13 Croatia Germany upper management Germany middle management USA Germany Hungary International* (excluding Germany) Germany Worldwide* Share of women (%) in upper management, in example countries. Women in management positions. Share of women (%) in upper and middle management positions, as of Dec. 31, 2009. Total share of women in management positions: Germany 32%, international 33%*, worldwide 33%* * For the international share, the figures given by some of the countries are estimated values. Contents