Equal Opportunities & Diversity Deutsche Telekom

1. Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom ==!"§

2. Socio-political background to equality Art. 3 of the German Constitution states:(1) Everyone is equal before the law(2) Men and Women have equal rights. The State promotes the genuine implementation of equal rights for Women and Men and strives to eliminate existing disadvantages.(3) No one may be disadvantaged by reason of their sex, background, race, language, homeland and origin, faith, or religious or political views. No one may be disadvantaged by reason of a physical handicap.Reality:Equality of Women and Men only formal

3. Position of Women in Federal German society Proportion of Women in employment approx. 63 % Few day-care facilities for Children 3-6 years Combining family and career a problem Women mainly employed in low-paid jobs Few Women is specialist or management positions Not always equal pay for equal work

4. Deutsche Telekom Group • Europes biggest telcommunicationcompany • 265.000 employees worldwide • 1/3 female = 88.000 women • 54 billion € group revenue (in 2002) ==!"§

5. Women at Deutsche Telekom • Women make up about 33 % of the work force Few Women in technical occupationsLow proportion of Women in management positions => slight influence on corporate decisions Most part-time jobs are held by Women => „interrupted career“ (e.g. low participation in training courses)

6. Compulsory section Objectives Scope Measures: a. Give preference to employing Women in under-represented areas b. Equal opportunities commissioner to be compulsory c. Training concepts in „General guidelines for equal opportunities“ Monitoring – Reporting for Germany Equal Opportunities & DiversityGroup Works Agreement

7. The possibility of designing measures for: Co-operation between men and women Equal opportunities as a quality criterion Women in IT Women in managerial positions Focus on female customers Flexible working hours – „work & life balance“ „best practice“ Equal Opportunities & Diversity

8. IT jobs at Deutsche Telekom The future begins with training • IT systems electronics technician • Information technology specialist • IT systems business administrator ==!"§

9. engineering future inside (e|f|i) Increasing the number of women in engineering Setting up workshops Marketing concept Measures for increasing the number of women in engineering Support measures Portrayal in the media ==!"§ Mentoring

10. Girls’ Day -Take our daughters to work The aim here is to give girls a new perspective on careers To encourage girls to becomesomething other thanhairdressers or sales girls, etc.,to get them interested intechnology as well ==!"§

11. Development - Measures for women • Mentoring-Programs • Cross-Mentoring-Programs with other companies • Seminar on strategic-action-skills (for female managers) • Leadership seminars for female managers ==!"§

12. Diversity “In our company, individuals are our most precious resource. Only they are capable of shaping the future with initiative and creativity. A company is nothing without its people - this means men and women; And 33 % are women!” Excerpt from the Deutsche Telekom Management and Action Principles ==!"§

13. core dimensions gender, age, ethnical background, religion, disability, sexual orientation external dimensions cultural background, education & professional training, personal status, language, work style, way of thinking organisational dimensions service with the company, organisational involvement, competencies Fields of Diversity Management

14. customer satisfaction flexible and divers marketing instruments & differentiated communication open up new market segments / target groups and increase customer satisfaction employee satisfaction positive acknowledgement of individual differences increase employee satisfaction, leads to less absenteeism, lower fluctuation and increased productivity Diversity Management - Why?

15. results Cross-cultural organisations are able to adapt better and faster to rapidly changing internal and external surroundings. Mixed teams have a faster and more creative way of successfully dealing with business challenges. financial aspects Diversity Management is a tool positively stimulating share prices. Some investment trusts preferably invest in companies with an proactive Diversity Management. Diversity-Management - Why?

16. Diversity helps companies shape the future Internationalisation, globalisation Re-organising / re-structuring / re-engineering Cost pressure / productivity pressure Increasingly competitive market Diversity involves changing the way you think Open your eyes: Identify the issue Open your mind: Identify the opportunities Change the way of doing business: Be committed to change

17. motto of the 2004 Equal opportunity prize „LIVING DIVERSITY“ goal to show how management and staff translate good ideas into best practice ideas connected to Equal opportunity between men and women Diversity: individual differences like age, cultural background, language More information http://diversity.telekom.de or „Meeting Point/People and Sponsoring“

18. Women go online Cooperation partners • Federal Ministry of Education and Research • Federal Institute for Employment • Deutsche Telekom AG • Foundation “Women give new impetus to technology” • Brigitte,T-Online ==!"§

19. Women go online • 152.000 women trained • 300 locations from 1999 to 2003 • 10.200 free welcome courses and • 5.800 reasonably-priced follow-up courses • only women are trainers • 20 million hits on www.frauen-ans-netz.de ==!"§

20. 50 plus Cooperation partners • Federal Ministry of Family, Seniors, Women and Youth • Federation of Senior-Organisations • Deutsche Telekom AG • Dresdner Bank • Foundation “Women give new impetus to technology” • http://www.feierabend.de • Freizeit-Revue • T-Online ==!"§

21. “They are ridiculously few companies which use the potential of women to their advantage! What an expensive mistake“ Tom Peters Women are the Chance No.1!