Prsentation

1
Equal Opportunities Diversity Deutsche Telekom
Maud Pagel, Vice President Equal Opportunities
and Diversity Human Resources Strategy Deutsche
Telekom
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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.RealityEquality 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)

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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 gt slight
  influence on corporate decisions? Most part-time
  jobs are held by Women gt interrupted
  career (e.g. low participation in training
  courses)

6
Equal Opportunities DiversityGroup Works
Agreement

• 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
  
  

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Equal Opportunities Diversity

• 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

8
IT jobs at Deutsche Telekom
The future begins with training

• IT systems electronics technician
• Information technology specialist
• IT systems business administrator

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9
engineering future inside (efi)
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
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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
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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

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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
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13
Diversity

• Diversity individuality of people
  (individuals)
• Managing Diversity strategic management
  approach
• aim / objective
• increase company profits by successful use
  proactive management of diversity on
  market/customer and employee side alike

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Fields of Diversity Management

• 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
  
  

15
Diversity Why?

• demographic development
• cultural changes
• changes in values, attitudes and believes
• European integration, globalisation
• High-Tech-Telecommunication
• world wide mobility
• various MA-activities
• integration of national and international
  subsidiaries
• development/advancement as global player
• 
  

16
Diversity Management - Why?

• 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

17
Diversity-Management - Why?

• 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.
  

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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

• Diversity helps companies shape the future
• Internationalisation, globalisation
• Re-organising / re-structuring / re-engineering
• Cost pressure / productivity pressure
• Increasingly competitive market

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• 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
• 
  
  

20
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

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21
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

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family on the net HölgyekNet Hungary

• figures - dates - facts
• Training the trainers at MÁTAV -
• 500 interested
• 400 training sessions
• Enormous resonance in the public
• Analysis of the market situation
• Acceptance from the government and other
  relevant groups in society

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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

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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!