HR Report 2010/2011 - Deutsche Telekom AG

We draw on the best talent in all its diversity by offering attractive development opportunities and work environments as an employer.

Competitive workforceHR Big 4 and Group strategy Service culture Talent agenda HR@2012 29 Diversity management – culture of openness for shared success. For Deutsche Telekom, diversity means productive diversity. It conveys strength and enriches our company: young and old, people with and without disabi- lities, people from different cultural backgrounds and of different religions, homosexual and heterosexual people, women and men. We attach impor- tance to this broad palette of personalities, talents, life concepts and styles. Our aim is to promote and harness this diversity within and outside of our company as a source of business success, creativity and innovation. Diver- sity is a key driver for change in our corporate culture – and at the same time our contribution to active openness and respect in our society. With the shift from a monoculture to an open company, we offer talented young people a wide variety of opportunities in their different phases of life to de- velop professionally and personally. We create attractive work environments and flexible working conditions for women and men alike, in which achie- ving a good work life balance is a given. Group Diversity Management (GDM) embeds diversity throughout the com- pany worldwide through practical measures and continues to develop it as a business success factor. To this end, GDM initially clearly defined diversity business cases in 2009 (see the section entitled “Tolerance” in the Human Resources Report 2009/2010). The international team of men and women takes an integrated approach that covers all the core aspects of diversity. In the reporting year, two programs from our action areas stood out in par- ticular: ƒ The Group-wide program to implement the women’s quota approved by the Board of Management in 2010. ƒ Our established work-life@telekom program, which we expanded to include additional measures and offers. The two programs are closely interlinked and promote each other’s aims. Women’s quota in place for a year. Starting off with a bang. The Board of Management resolution to fill 30 percent of our middle and senior management positions with women throughout the entire Group by the end of 2015 is a visible expression of Telekom’s move toward a new corporate culture. In order to achieve this target, we are managing our program to implement the women’s quota systematically through target values along the entire talent pipeline, inclu- ding the following areas of action: ƒ Transparency of selection and appointment processes ƒ Transparency of HR development ƒ Systematic controlling and monitoring of targets ƒ Personalized options for returning after parental leave or time out ƒ Achieving a good work-life balance ƒ Increasing the flexibility of working conditions, especially for executives ƒ Expansion of child care services Women in middle and upper management. In %. 5 10 15 20 25 30 31.12.2009 31.12.2010 Germany* * Upper management only ** For the international share, the figures given by some countries for Dec. 31, 2009 are estimated values. International** (excl. Germany) Worldwide** 12.5 13.0 24.0 27.8 19.0 22.7