dolution

[Inclusion & Diversity] are key contributors to our corporate success. In 2005, Deutsche Telekom was the firstinternational company based in Germany to have a group-wide diversity policy covering all six core dimensions:gender, age, origin/culture, religion, sexual orientation and disability). And in 2010 we became the first DAX 30company to voluntarily undertake a 30% female quota for leadership positions.What did you want to achieve?We want to go further in 2020 with a renewed strategy and management commitment for bringing more gender,age, cultural identity, personality and skills diversity into our leadership teams.What did you do?We implemented various formats to fight Unconscious Bias (including online workshops and e-learning) and hostedthe 10th German Diverse City conference in our Bonn Headquarters. We also created opportunities for increasingwomen in our leadership (a 30% commitment) and in general (30% in our talent programme, 40% in our traineeprogramme). Developing guidelines on making presentations inclusive for employees with special needs, increasingthe number of video transmissions with sign language and providing barrier-free workplaces are a few examples ofhow we support our colleagues with disabilities. Our newly revised offers cover all professional and personal aspectsto drive cross-border mobility. And we have designed our onboarding offers to better integrate internationalexecutives relocating to Germany. Our ‘Reverse Mentoring’ programme connects members of our top BusinessLeadership Team with young trainees to share new ways of digital collaboration. We are also supporting andleveraging self-organised diversity communities in and beyond Germany. Around 250 employees participated in theChristopher Street Day 2019 in Cologne to represent and support LGBTQ+ rights and topics in our companyWhat have you learned?We have learned that key factors for success include strong top leadership commitment, legal and structural changesand a holistic approach that encompasses the whole employee lifecycle. Widespread communication and marketingcampaigning, strategic industry partnerships and membership of relevant advocacy groups have all proved essentialfor increasing I&D. Last but not least, the growing interest and investment of our employees to drive diversityfurther via networks and communities have been critical to our success