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

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Page 1: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

Equal Opportunities & DiversityDeutsche Telekom

Maud Pagel, Vice PresidentEqual Opportunities and DiversityHuman Resources StrategyDeutsche Telekom

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Page 2: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche 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

Page 3: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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

Page 4: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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Page 5: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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)

Page 6: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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

Page 7: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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“

Page 8: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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Page 9: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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==!"§

Page 10: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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Page 11: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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Page 12: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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

Page 13: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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

Page 14: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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

Page 15: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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.

Page 16: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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

Page 17: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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“

Page 18: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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Page 19: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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Page 20: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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Page 21: Equal Opportunities & Diversity Deutsche Telekom Maud Pagel, Vice President Equal Opportunities and Diversity Human Resources Strategy Deutsche Telekom

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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!