Closing the Gender Gap:

Time and place flexibility make personal freedom a part of our culture

gender parity
Company name:
Deutsche Telekom AG
Year:
2010
Sector:
Telecommunications
Size:
More than 50,000
Region:
Europe & Central Asia
Country:
Germany
Website:
http://www.telekom.com
Contact Position:
Diversity Expert
Contact company representative

The Gap:

Type of Gap: ...at senior management level

We want to foster a corporate culture in which men and women can fully contribute and reconcile career and private life. With a broad range of work-life related measures, we aim at raising the number of women in management positions and to address changing expectations of men regarding work and life.

The Practice:

Type of practice: Work environment, work-life balance

Through a comprehensive work-life program, we shape a modern work culture centering around time and place flexibility and personal freedom. Through our work-life policies addressing executives and employees, we allow for flexible working models, foster individual part-time options and e-mail-free weekends.

Women benefit in particular from individual parental leave options and maintaining contact to the enterprise as well as offers for limited project work, further education and a step-by-step reintegration during and after parental leaves. Through massively extending our child care facilities, we ensure that career and family can be reconciled effectively.

Metrics:

We measure the success of our Work-Life Program by consistently monitoring and controlling the utilisation of our offers, such as flexible and part-time options used by executives and employees, use of parental leave offers and the demand and load factors of child care facilities.

Implementation Date:

Deutsche Telekom had long-standing work-life-related measures in place before introducing the Work-Life Policies in mid 2010. Our Work-Life Program is not a set of temporary measures but is continuously extended and implemented in a sustainable manner.

The Success:

Few months after introducing our Work-Life-Policies, a rising number of female and male managers request and make use of flexible work-options. The proportion of men in parental leave rose to 29% which is above Germany’s average (Quarter 2, 2011). 28 managers have taken part-time. Over 70 managers signaled their interest.

Success factors:

  1. Commitment of the Management Board and executives
  2. Internal marketing pushing utilisation of offers provided
  3. Growing number of role models

Barriers:

  1. Face time culture
  2. Concerns that flexible working negatively affects careers
  3. Some decision makers not yet fully backing time flexibility

Keywords:

Education|Facilities|Policy|Individual Support|Talent Management|Work Arrangements
Similar practices Country
India
India

Using quotas to straighten women's path to management positions

Company: Deutsche Telekom AG

Type of Gap: ...at senior management level

Type of practice: Measurement & target setting

From recruiting and throughout our talent management processes, clear targets ensure that we achieve our goal of increasing women's representation in our middle and senior management.

Germany

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