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The HR Report 2011/2012.

56 Competitive workforceHR Big 4 and Group strategy Service culture Talent agenda HR@2012 People with disabilities: employment rate increasing. Business units of the Deutsche Telekom Group in Germany, in %. 2009 2010 2011 Germany OS 6.3 6.6 6.7 T-Systems 3.6 3.7 3.8 Group Headquarters and Shared Services 7.7 7.9 8.1 Group (total) in Germany 6.0 6.2 6.3 Open to all talent segments. Generation@Telekom: Fit to meet the challenges presented by demographic change. The trend toward an aging society is also reflected in Telekom. We have to secure the experience of older employees and at the same time ensure a balanced age mix in the company through the targeted recruitment of younger staff. With Generation@Telekom, we are making Telekom fit to meet these challenges and promoting mutual understanding between the generations. The measures of our HR policy across all phases of life include, for example, “reverse mentoring.” An exchange of experience between the generations turned around – younger employees explain the world of the Web 2.0 to older executives. Other measures also include the following: ƒƒ Seminars on demographic management ƒƒ Workshop series 45+ ƒƒ Customer advisory council 50plus ƒƒ Encouragement of health awareness and provision of offers ƒƒ Mentoring of students studying STEM subjects ƒƒ Bologna 40plus: special part-time study offers for academic education. We reach employees over 40 through a variety of academic offers. They can opt for individual part-time study modules or complete part-time degree programs. In 2011, eight percent of the 433 part-time students being supported were over 40. Internationality: Improving exchanges. Encouraging internation- al cooperation between countries and cultures is a central chal- lenge for us. We support the exchange of experiences through our international diversity network with participants from our na- tional companies. Besides our international development pro- grams, other measures to improve intercultural exchange include our involvement in the Diversity Charter and our participation in the “Afrika kommt!” project designed to promote young profes- sionals from African countries. Sexual identity. Telekom is a strong advocate for an open-mind- ed working environment, where all employees can reach their full potential, regardless of their sexuality. With this in mind, we expanded our “queerbeet” network for lesbian, gay, bisexual and transsexual employees in 2011. We also maintain close partner- ships with Völklinger Kreis and Wirtschaftsweiber, two associa- tions for gay and lesbian managers. In addition, we are repre- sented each year at the MILK career days. People with disabilities: Statutory quota surpassed. Support- ing and integrating people with disabilities is important to us. With 6.7 percent disabled employees in the Germany segment, we are well over the statutory quota of five percent. During the re- porting year, we took around 1,300 measures to create disabled access to workplaces and stepped up our efforts to find positions for people with severe disabilities in the Fairplay project.