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The HR Report 2011/2012.

34 Competitive workforceHR Big 4 and Group strategy Service culture Talent agenda HR@2012 Performance needs health – health needs a corporate culture. Outstanding health culture. We are aware that demands on our employees and executives in many areas are increasing and at times intense and challenging. As a caring employer we want to be proactive in countering any possible physical and mental overload. So we are constantly working to improve our efforts and have already achieved a high standard in health and safety at work and environmental protection. This is shown by awards such as the Corporate Health Award 2010 and certificates grant- ed in 2011 to business areas responsible for the international Group-wide Health, Safety & Environmental Management System. “Healthy Working.” One of our “Healthy Working” practices is that, as in previous years, we have drawn conclusions from the employee survey which was carried out in October/November 2010 with 124,000 participants. The survey is one of the best and most detailed investigations into mental stress in the work- place. The results serve as an early warning signal of overall pat- terns of mental illnesses and general health risks and as an im- petus for measures at corporate, area, team and individual level. Early warning cockpits provide us with year-round support. Health communication. In 2011 we developed web-based training programs as one way of providing executives with bet- ter information on their role in workplace health and safety, and to make them aware of their responsibilities. This goal is shared by the Health Communication Campaign for all employees. The campaign will continue throughout 2012 focusing on sport/fit- ness, diet and mental health. In addition, since March 2011 the intranet has hosted an international information forum on health and safety at work. Health, Safety & Environmental Management: International roll-out continued. Our standardized, Group-wide Health, Safety & Environmental Management System (HSE MS) ensures the trans- parency, comparability and optimization of occupational health and safety at our company. By the end of 2011 we had intro- duced it in 13 German and international Group companies. Its introduction in other national companies has already begun or is being planned. We are thereby establishing common action points for occupational health and safety in much of Deutsche Telekom and also introducing extensive quantifiable indicators at an international level. Health rate stable at Deutsche Telekom in Germany. Group segments in Germany, in %. 2009 2010 Dec. 31, 2011 Germany OS 93.3 93.4 93.5 Europe OS 97.4 97.8 97.7 T-Systems 96.4 96.5 96.2 Group Headquarters and Shared Services 94.0 94.3 93.8 Group (total) 94.0 94.2 94.1 Health, Safety & Environmental Management at Deutsche Telekom. The key elements. ƒƒ Full attention of the Board of Management ƒƒ Early warning cockpits for critical health areas ƒƒ Comprehensive employee survey on health and work pressures ƒƒ Translation of employee survey findings into health action plans ƒƒ Occupational health and safety and fire protection ƒƒ Prevention and good health initiatives ƒƒ Employee and executive advisory service (50 experts available for psychosocial counseling) ƒƒ Free telephone counseling for professional and personal problems (9,100 calls in 2011) i