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 Setting our sights on female management trainees: The Mentoring und Talent Acceleration Initiative. Our annual mentoring program continued once again in 2009, with a constantly high participation rate in the two sessions held. Various initiatives by the business areas and subsidiaries are likewise designed to increase the number of women in management, such as the Talent Acceleration Initiative (TAI) from T-Systems, devised to prepare talented women with basic managerial experience for an executive role within three to four years. In 2009, eleven women from seven T-Systems countries embarked on this program, having made it through a tough, multi- stage selection process. As well as broader participation in general programs, we also offer specific programs for advanced skills development of women, such as the management program SH.KOM (strategic skills for women), which aims to strengthen the skills of female executives, for example by teaching them the latest management knowledge and leadership strategies, or by encouraging them to reflect on their own roles as female managers. A total of 64 women in management positions participated in advancement measures during the year under review, 20 in Mentoring for Female Man- agers, and 44 in SH.KOM. Deutsche Telekom is committed to fair pay. Motivated by the Equal Pay Days, in March 2009 Group Diversity Management conducted a salary com- parison. Analysis revealed that there are no gender-specific pay differences for employees outside of the collective bargaining system in Germany. Among employees covered by the collective bargaining system, we can exclude the possibility of gender-specific disadvantages, since pay is determined sole- ly by an employee’s assignment to a function group. These results prove that Deutsche Telekom practices fair pay for women and men, and is op- posed to all forms of salary discrimination. The analysis was based on ran- dom sampling and will be expanded in future. MINT: Attracting girls and young women to technical/scientific profes- sions. We have adopted a raft of measures designed to permanently and measurably increase the proportion of women in MINT specialist and ex- ecutive positions. For example, for years our company has been involved in a range of MINT initiatives designed to attract more girls and young women to technical and scientific jobs and degree courses. We also support the “JUMP in MINT” program -- the youth mentoring program for mathematics, information technology, natural sciences, technology, energy and trades. In summer 2009, as part of the industry initiative “Jugend denkt Zukunft” (Young Foresight Germany), we staged an innovation week with eight schools in Berlin, in which female pupils were given the opportunity to spend a week exploring future innovations in telecommunications and de- vising their own inventions. At Girls’ Day 2009, some 2,500 girls were also given a real-life insight into technical professions at Deutsche Telekom. Female students from grades 5 to 10 were able to experience a range of technical jobs at first hand at 50 different locations. Diversity business case IV: work-life@telekom. Anchoring a good work-life balance in the corporate culture. Growing mobility, coupled with greater flexibility and the blurring of the lines between work and private life, have created new freedoms, but can also lead to ten- sion and pressure. With this in mind, in 2009 Deutsche Telekom launched the work-life@telekom program, designed to encourage a good work-life balance. The focal themes of this program are “health & fitness,” “working hours and workplace,” “the family” and “social life.” It is directed equally at younger and older employees, singles and families, with the aim of es- tablishing work-life@telekom as a permanent feature of our corporate and leadership culture in the longer term. The program’s intranet platform, the work-life Portal, provides a compact overview of the existing range of sup- port measures, designed to raise the profile of the services available. Initial statistics indicate that the web portal is extremely popular. In its first few months, it was used by an average of 5,000 users per month. Support programs in detail. We want our employees to be able to harmo- nize their work and family lives. The Group currently offers daycare facilities for children at its Bonn, Berlin, Munich, Darmstadt and Leinfelden-Echter- dingen sites. We want to increase the number of company daycare places from 64 in 2005 to at least 370 by 2010. The creation of a further 200 places is already in planning. Deutsche Telekom also collaborates with the nationwide childcare and elderly care services from the German Workers’ Welfare Organization (AWO) to find alternative childcare solutions close to employees’ homes, and to develop solutions for the care of dependent family members. We also offer a range of other services designed to assist employees with the organization of their day-to-day lives, including: ƒ Free emergency childcare (total volume utilized in 2009: 145 days), ƒ An advisory and placement service for employees with elderly family members in need of care (49 placements) ƒ Leave of absence in family emergencies (no data available for reasons of data privacy) ƒ Family leisure offers (some 44,200 persons and their family members took advantage of Deutsche Telekom’s recreation scheme) ƒ Flexible work schedules (15,661 employees in Germany work part-time) ƒ Part-time vocational training (9 participants in Germany). 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