Code of Conduct
Our Code of Conduct
Fix - Transform - Innovate!
That’s what we want to achieve with the new Group strategy.
The key to company success lies in a Group-wide company culture that is characterized by integrity, ethics and personal responsibility. The ethical requirements that pertain to business operations and the workplace are becoming increasingly complex.
Our Code of Conduct is the framework for guiding the behavior of all people in the Deutsche Telekom Group. It joins our standard of respecting laws and regulations with the special requirements regarding ethical behavior and with the five Guiding Principles that enable our success in business. It is a demand that we make of ourselves as well as a promise that we communicate to those outside the company.
Our Code of Conduct is dynamic; it is not closed to new behavioral norms. Legal norms can transform over time, and new regulations can serve to clearly define behavioral requirements.
Being part of the Deutsche Telekom Group and sharing its identity requires that each and every individual accept responsibility. We are aware that a single incident of misconduct can damage not only our success, but also the reputation that the company has acquired through the commitment demonstrated by our people on a daily basis. We have to adhere to behavioral standards. Misconduct will therefore not be tolerated.
What are we working for? How do we want to work?
These two seemingly simple questions have no easy answers.
The Deutsche Telekom Group answers the first question with its vision: We want to become a global leader in Connected Life and Work. In doing so, we aim to become the most highly regarded service company in the industry.
This Code of Conduct deals with the second question, "How do we want to work?" and is strongly influenced by the five Deutsche Telekom Guiding Principles:
- Customer delight drives our action
- Respect and integrity guide our behavior
- Team together - Team apart
- Best place to perform and grow
- I am T - Count on me
They describe what should characterize our dealings and interactions with third parties and with others within the company. They also serve as the basis for this Code of Conduct, which explains what the five Guiding Principles mean in our daily work as well as their tangible and practical impact.
In general, we want to work in a way that lets people trust us. Trust is the foundation of all cooperation. And while winning trust is a long and arduous process, it can be lost almost instantly. And that underscores what this Code of Conduct means: It provides us with orientation for finding ways to justify and win trust in our daily work. It also provides us with explicit examples of what we are not allowed to do so that we do not carelessly jeopardize trust.
Whom does the Code of Conduct apply to?
Our Code of Conduct is applicable to all people at the Deutsche Telekom Group, worldwide: from Board members and managing directors to executives and employees. It also equally applies to consultants and individuals whose work is the functional equivalent of that performed by Group employees, such as contract workers, for example.
Upon implementing the Code of Conduct, all Deutsche Telekom Group companies will respect their individual local laws and regulations, and within this framework, related cultural customs as well.
Conduct that is ethically and legally sound is every individual’s responsibility. The surrounding environment has to support such behavior by not placing the value of business results above that of integrity. In other words: We want to achieve our goals, and conduct ourselves in a responsible and exemplary manner while doing so.
For managers, this results in a responsibility to serve as role models for employees through their own actions. Managers ensure that employees are familiar with, and adhere to, the Code of Conduct.
We will take action in case of deliberate misconduct within the scope of applicable laws and regulations. To ensure that such misconduct can be reported, we want to create an environment in which employees can report wrongdoing without fear of negative consequences.
While the strategy clarifies what and where we want to go, the Guiding Principles provide us with the necessary orientation needed to reach our goals. Our understanding of performance always includes the questions, "What have I accomplished?" and "How did I behave in doing so?" Both aspects are important to us. We want to reach our goals and we want to do so in a way that is consistently ethical and exemplary.
Misconduct and violations of behavioral standards pertaining to respect and integrity as well as violations of laws and legal regulations can have serious consequences not only for individuals personally, but for the entire company. This is why misconduct cannot be tolerated.
The Deutsche Telekom Group effectively disciplines individuals guilty of intentional and unlawful misconduct as well as violations within the framework of legal provisions, and does so irrespective of an employee’s rank or position within the company. This particularly applies to cases of corrupt behavior or in situations in which the Deutsche Telekom Group’s assets were damaged through a criminal offence.
All of the Guiding Principles are firmly anchored, particularly in human resources processes and instruments. The Deutsche Telekom Group competence model is standardized worldwide and based on our Guiding Principles. It forms the basis for development, career advancement, and the filling of internal vacancies.
Because they also function as role models, the Deutsche Telekom Group has particularly high expectations of its senior executives and expects their behavior to be commensurate to the competency requirements of their position.
The Deutsche Telekom Group expects all employees to act in accordance with the Guiding Principles.