equal opportunities & diversity deutsche telekom maud pagel, vice president equal opportunities...
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Equal Opportunities & DiversityDeutsche Telekom
Maud Pagel, Vice PresidentEqual Opportunities and DiversityHuman Resources StrategyDeutsche Telekom
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Socio-political background to equalityArt. 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
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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
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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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)
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Equal Opportunities & Diversity
Group 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 & DiversityThe 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“
IT systems electronics technician
Information technology specialist
IT systems business administrator
IT jobs at Deutsche Telekom
The future begins with training
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engineering future inside (e|f|i)Increasing the number of women in
engineering
Measures for increasing the number of
women in engineering
Marketingconcept
Supportmeasures
Setting up workshops
Portrayal in the media
Mentoring==!"§
Girls’ Day - Take our daughters to work
The aim here is to give girls a new perspective on careersTo 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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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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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
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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
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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 aspectsDiversity 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
Diversity helps companies shape the futureInternationalisation, globalisationRe-organising / re-structuring / re-
engineeringCost pressure / productivity pressureIncreasingly competitive market
Open your eyes:Identify the issue
Open your mind: Identify the
opportunities
Change the way of doing business: Be committed to
change
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motto of the2004 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 informationhttp://diversity.telekom.de or
„Meeting Point/People and Sponsoring“
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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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
Women go online
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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 fewcompanies which use the
potentialof women to their
advantage!
What an expensive mistake“
Tom Peters
Women are the Chance No.1!