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FENIX = Federated European Network of Information eXchange in LogistiX

Development of a European federated architecture for data sharing serving the European logistics community

- More transparency through real-time information

- Standardized interfaces for ETA, etc.

- Innovative software modules (SDK) from the cloud

- Intermodal transport solutions within EU guidelines

Development, testing and validating practice-relevant services, e.g.:

- Container arrival times (ETA)

- Digitization of customs systems

- CO2 monitoring

Project goals:

- Overcome the fragmented goods transportation causing economic bottlenecks in the EU member states

- Harmonize and optimize cross-border logistics along selected European transport corridors

- Establish ICT standards for seamless communication of cargo flow addressing all modes of transport

Benefit:

Partners with profound market knowledge develop an architecture for a collaborative IT environment bringing together logistics information systems on an operational level

Project goal:

SHOW aims to support the deployment of shared, connected     and electrified automation in urban transport, to advance sustainable urban mobility.

- Demonstrations in 20 cities across Europe

- Integration of automated fleets in Public Transport

- Including 69 partners from 13 EU-countries

- International cooperation with organizations from the US, South Korea, Australia and China

Benefits:

- Reduction of 20% energy consumption and 10% emissions

 - Reduction of overall number of private vehicles through intelligent combination of smart Public Transport solutions

 - Improved traffic flow

- Establish new business models and improve virtual validation

Our Start up! trainee program above all targets graduates with an interest in Technology and IT who are motivated to shape the world of tomorrow with an entrepreneurial spirit and open to new challenges. With the aim to reach talented candidates outside of Germany, the application process has been held in English since 2017. As a result, we have been able to increase the share of international participants in 2021: 41 percent of trainees come from different countries around the globe. In the reporting period, a total of 39 BA/MA graduates embarked on the trainee program, 49 percent of whom were women.
During a period lasting around 18 months, trainees familiarize themselves with different areas of the company in Germany and abroad. They take on challenging project assignments in various business areas. The trainees are supported by experienced managers. The program is supplemented by innovative training formats and events. In addition, our Start up! trainees also pursue their own initiatives including social and sustainability projects within the context of the Magenta Friday (project day).

Every two years we conduct our employee survey in order to obtain feedback from our employees, discover weaknesses, and implement suitable actions to eliminate those weaknesses. The analysis on team level and of other criteria (e.g. function, executives vs. leader vs. employee, gender, age group) support the derivation of fitting concrete improvement actions on all levels. Around 80% of all employees participated in the last employee survey, the share of men and woman - where gender was specified - complies approximately with gender proportion in the group (participation rate man around 65%, women around 31% and diverse around 1%).

In addition to the employee survey, we also gauge employee satisfaction every six months through a pulse survey. This helps us obtain a current snapshot of the mood at the company and verify whether the introduced actions have been successful. This lets us make quick adjustments if necessary. The pulse survey in May 2021 saw a 77% response rate among the group.

The starting shot for the initiative was fired in September 2018, and we now have more than 320 Group employees in Germany acting as “Green Pioneers” as well as a large number of other supporters.

How can international corporations put sustainability strategies into practice across borders? Deutsche Telekom employs CR managers for the relevant business segments and national companies to reach this goal. They use the CR Manager Network to regularly share best practices and discuss new challenges, thereby jointly promoting essential CR issues. The central Group Corporate Responsibility (GCR) department is responsible for managing the network. In the year 2021, the CR Manager Network encompassed more than 100 CR Manager from 34 subsidiaries based in 20 countries across the globe. 

The participants are regularly invited to virtual meetings and capacity building calls by Group Corporate Responsibility. In 2021, content and likely implications of the EU Green Deal were discussed as well as progress within the #GreenMagenta programs and the new strategic stream "Positive impact on society" defined by the EU segment. Furthermore, the network members could gain insights into issues like Impact measurement and the future of a greener mobility.

Our “IT remarketing” project involves reconditioning our used IT hardware to make it suitable for further use. We continue to maintain our partnership with “AfB gemeinnützige GmbH”, which offers job opportunities to people with disabilities. Within the scope of this partnership, we are giving some of our used IT hardware (e.g. laptops) to the organization for reconditioning and reselling. This will support us to save resources and to create jobs for people with disabilities as well as extend the life cycle of our used hardware.

Deutsche Telekom AG supports the United Nations Standards of Conduct for Business to tackle discrimination against lesbian, gay, bi, trans and intersex (LGBT+, + Plus sign stands for not excluding anyone ) people. “We are promoting an environment of mutual respect, tolerance and diversity. We stand up for human rights and promote openness and understanding in a digitalized and networked world. I am very pleased that we have adopted the UN's global LGBT+ Standards of Conduct for business,” said Birgit Klesper, Senior Vice President Corporate Responsibility.

Since 2000, Deutsche Telekom AG has been a member of the UN Global Compact, and is expressly committed to the United Nations Guiding Principles for Business and Human Rights. “In joining 240 of the early supporters of the UN Global LGBT+ Standards for Business, Deutsche Telekom is sending a powerful signal to the ICT industry and beyond. As a responsible company, Deutsche Telekom is dedicated to respecting and protecting human rights including those of LGBT+ people.” said Fabrice Houdart, United Nations Human Rights Officer and co-author of the Standards. MagentaPride, the Group's LGBT+ employee network, is proud that Deutsche Telekom expressing its engagement to human rights by drawing the standards of conduct for business - tackling discrimination against lesbian, gay, bi, trans, & intersex people.

Deutsche Telekom AG supports the United Nations Standards of Conduct for Business to tackle discrimination against lesbian, gay, bi, trans and intersex (LGBT+, + Plus sign stands for not excluding anyone ) people. “We are promoting an environment of mutual respect, tolerance and diversity. We stand up for human rights and promote openness and understanding in a digitalized and networked world. I am very pleased that we have adopted the UN's global LGBT+ Standards of Conduct for business,” said Birgit Klesper, Senior Vice President Corporate Responsibility.

Since 2000, Deutsche Telekom AG has been a member of the UN Global Compact, and is expressly committed to the United Nations Guiding Principles for Business and Human Rights. “In joining 240 of the early supporters of the UN Global LGBT+ Standards for Business, Deutsche Telekom is sending a powerful signal to the ICT industry and beyond. As a responsible company, Deutsche Telekom is dedicated to respecting and protecting human rights including those of LGBT+ people.” said Fabrice Houdart, United Nations Human Rights Officer and co-author of the Standards. MagentaPride, the Group's LGBT+ employee network, is proud that Deutsche Telekom expressing its engagement to human rights by drawing the standards of conduct for business - tackling discrimination against lesbian, gay, bi, trans, & intersex people.

Every two years we conduct our employee survey in order to obatin feedback from our employees, discover weaknesses, and implement suitable actions to eliminate those weaknesses. The analysis on team level and of other criteria (e.g. function, executives vs. leader vs. employee, gender, age group) support the derivation of fitting concrete improvement actions on all levels. Around 76% of all employees participated in the last employee survey, the share of men and woman - where gender was specified - complies approximately with gender proportion in the group (participation rate man around 67%, women around 32% and for the first time diverse around 1%).

In addition to the employee survey, we also gauge employee satisfaction every six months through a pulse survey. This helps us obtain a current snapshot of the mood at the company and verify whether the introduced actions have been successful. This lets us make quick adjustments if necessary. The pulse survey in November 2020 saw a 77% response rate among the group.

We are helping shape the digital health care system with numerous pilot projects.
• We are involved as a project partner in developing a solution for antibiotic treatment consultation at the St. Georg Hospital in Leipzig. The primary goal is to enable fast, secure data exchange between doctors, patients, and health insurers. The State of Saxony sponsored the project with over 1.2 million euros at the beginning of 2017. It will initially run until mid-2019.
• The main objective of the “Psychological Trauma Telehealth Network for Saxony (Tele-NePS)” project is to sustainably improve the integrated treatment chain for post-traumatic stress disorders. The goal is to enable those affected to access the treatment network, make expertise universally available, and guarantee cross-institution documentation and coordination. The EU and the State of Saxony will be funding the project, which will run until 2020, with 1.4 million euros.
• Under the auspices of a 10-year partnership, we are helping Kliniken Essen-Mitte (KEM) to drive forward the digitalization of its hospitals. By January 1, 2019, we had replaced the existing hospital information system with our iMedOne solution at two of the clinic’s locations.

In a joint project Deutsche Telekom Stiftung and German Reading Foundation aim to awaken children´s interest in math and science and improve their language and reading skills by reading aloud to them. Appropriate reading materials (books, apps, e-books) are read aloud by volunteer readers to kids aged three to ten in kindergartens, primary schools and libraries. By late 2020, a total of around 3,300 volunteers engaged as volunteer readers in Germany and abroad– including 110 Deutsche Telekom employees (as of November 2020).

Top-level management plays a key role in the business success of a company. If managers at that level leave the company, their position must be filled in a timely manner, with a qualified candidate. Since 2017, we have a global systematic succession management process, which obligates around 1,700 managers in executive positions to be involved in succession planning. The process helps these managers to decide who could serve as their direct successor and who has the potential to take on their role in the mid-term. A digital platform helps executives with the nomination process.
In 2020, 4,400 potential candidates (DT internal and external, 25 percent of which were female professionals) were evaluated at special succession meetings. Successors get full transparency about the positions they are nominated to and their readiness to take on the role. This nomination and feedbackprocess is a valuable intrument to identify in a timely manner highly qualified successionb candidates in order to minimize the risk of any placement gaps. Furthermore Succession Management supports the internal mobility of executives within Deutsche Telekom.

Deutsche Telekom's commitment to refugees started in 2015 as an initial aid task force with different measures, such as free WIFI hotspots or the provision of real estate to the Federal Office for Migration and Refugees. In the following years, these initiatives developed into the project "Deutsche Telekom supports refugees" with a focus on long-term integration into the labor market.

Through our activities, various kinds of offers for refugees were successfully implemented. In 2019 alone, 450 positions were filled. From low-threshold entries into internships to longer-term hiring for training or permanent positions: Job offers and recruiting processes were tailored to the needs of the target group. An example is the "Internship PLUS Direct Entry" program developed by Deutsche Telekom together with partner companies which was awarded the HR Excellence Award. In several phases with a slow increase in responsibility and sufficient time for language acquisition, it offered participants long-term prospects and stability.

At the end of 2019 the project was dissolved. The experience gained has been incorporated into our standard HR processes. In this way, we will continue to make it easier for refugees to enter working life in the long term.

The redesigned website of the Art Collection Telekom was launched in late spring. The site offers an overview of all works in the collection, which has a focus on East and Southeast Europe and fosters the dialogue between East and West.

With the large exhibition 'Keeping the Balance', the Ludwig Museum in Budapest reopened its doors under strict health rules after the lockdown at the beginning of September. The project was closely accompanied and supported by our subsidiary company ‘Magyar Telekom’. Title and concept for the exhibition had already been determined in autumn 2019 and received additional meaning with the pandemic. In order to make it accessible to a broader public, the digital presence of the exhibition has been strengthened. Artists produced short video clips that were shared on Instagram and the collection's website. The exhibition is also available online as a 3D tour.

The ArtScience Residency was launched in cooperation with Ars Electronica in Linz. It enables an artist to participate in a residency in a renowned institute and at Ars Electronica to incorporate in their work the latest developments in research, technology or science. In autumn 2021, the result will be presented at the next Ars Electronica Festival.

In 2020 we closed the Global Talent Pool of 2019 and were working on a new concept of talent management, which is launched in the fall of 2020. The new concept focuses on identification, validation and long-term development of talents with the aim of placing them into strategically critical roles. In this new concept we allow leadership to identify employees with potential but also employees can raise their hands to be assessed. Employees go through a validation process of personality assessment and structured interviews, upon which leadership selects the future members of the hub – best matching role requirements. In the hub they will have a personal advisor brokering them to opportunities in line with their potential and targeted critical role. Our Board members are patrons and a broad group of business leaders serve as business sponsors of the hub. They mentor, make talents visible and open doors for them.  In the hub we will work on the development of members on the long-term, over multiple career steps.