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 32 2. Flexible working hours. We have introduced a voluntary commitment encouraging executives to design and make use of flexible worktime models. As role models, executives are to make greater use of flexible working hours themselves and motivate their employees to take better advantage of existing options and use them creatively. As at T-Mobile Netherlands, part-time work is to become a fixed element of our management culture. This fortifies our endeavors to view time quali- tatively rather than quantitatively: we want results and the work actually done to count, not physical presence and time spent. Best practice T-Mobile Netherlands: Flexible worktime models. Flexibility at work makes it easier to establish a work-life balance and, for instance, to combine a career with raising children. T-Mobile Nether- lands is exemplary in this regard. For example, 22 percent of its mana- gers work part-time – around half of them men. 40 percent of employees work part-time. The question of whether it is possible to work part-time and have a career has long been answered with a resounding “yes.” Home office is also as normal as mobile working. 3. Standardized parental leave process. With its parental leave process “Stay in contacT,” Deutsche Telekom plans to encourage its employees even more systematically to stay in contact with the company. This inclu- des planning meetings at the start of and during parental leave as well as re-entry meetings, active recruiting (“Welcome back”) and the “Stay in contacT” network for employees before or during parental leave. The process is currently in the implementation phase. Best practice T-Mobile Austria: Welcome back from parental leave. At T-Mobile Austria, we have put in place an exemplary process, “Stay in contacT,” to reintegrate employees and executives into the company af- ter taking time out, for parental leave for instance. For this purpose, we hold mandatory planning meetings before they leave for the time out. Even while they are away from work, the employees remain part of the company. They can still access the intranet and their workplace. Further- more, we stay in contact with them, e.g., by e-mail and through specially organized events. Diversity consultants embed the ideas of parental leave and worktime models. During the reporting year, we introduced the diversity consultant function at Group level, thereby providing men and women with a specific contact person – in cooperation with their HR Business Partner – and ad- vice on all matters relating to flexible working hours and parental leave. The aim is to develop a personal solution for each employee together with the HR Business Partner. Support offers to help employees find a work-life balance. We use a wide range of measures to support our employees in organizing their daily lives. In 2010, for example, we decided to massively expand the company’s day care facilities. Overall, we have increased our investment in child care places by EUR 6 million to a total of EUR 8 million. Day care places and child care close to home. In order to meet parents’ child care needs, we are building up the number of child care places avail- able in locations with large numbers of employees, such as Bonn, Darmstadt, Frankfurt, Hanover and Munich, adding at least 240 additional places, there- by bringing the total to 600. At smaller locations, especially in rural areas, we work closely with the AWO (the German Workers’ Welfare Association) parent service. Introduction of the holiday program. We also launched a pilot project in July 2010 to care for school children during the school holidays. For child- ren aged between six and twelve, Deutsche Telekom offers 300 places at ten sites for two weeks of child care during the school holidays. From 2011 we will run the holiday program continuously. It is based on the example of Slovak Telekom’s ST Children Holiday Camp. International survey and other projects. In addition to these measures, we support numerous other projects in Europe. For example, we are building family-friendly offices in Hungary, promoting gender training in the Polish company PTC and at Cosmote in Greece and Romania, as well as offering health management programs in Croatia. We gathered information on all aspects of work-life balance in an international work-life survey so that we could offer measures that have proved successful in some countries as best practices to Telekom companies in other countries. Further offers of support. ƒ Free emergency childcare (total volume utilized in 2010: 232 days) ƒ Free support for finding childcare solutions close to employees’ homes ƒ An advisory and placement service for employees with elderly family members in need of care ƒ Leave of absence in family emergencies (no data available for reasons of data privacy) ƒ Family leisure offers (over 42,000 persons and their family mem- bers took advantage of Deutsche Telekom’s recreation scheme) ƒ Flexible work schedules (over 14,000 employees in Germany work part-time) Award-winning: Excellent diversity. T-Mobile Czech Republic: Award for “Employer of the year 2010” for equal opportunities – for the sixth time running.