Here you can find KPIs for Deutsche Telekom's central compliance measures.
Deutsche Telekom stands for transparent and comprehensive compliance management. Therefore, we would like to provide you some information about targets, implemented activities and progresses achieved. We also offer information in our Annual Report and the Corporate Responsibility Report.
We implement numerous measures to prevent and combat corruption. Our compliance management system is based on Compliance Risk Assessments (CRA), which we use to identify and evaluate compliance risks and to initiate suitable preventive measures. To this end, we have established an annual Group-wide process. The companies participating in the CRA are selected according to a maturity-based model.
The CRA in the year 2020 under review comprised 69 companies - a coverage rate of approximately 94 percent (based on the number of employees of the fully consolidated companies; at T-Mobile US there exists a different CRA system; as of December 2020).
Ask me! In order to prevent compliance risks, we set up the consultation desk "Ask me!" in 2008. The chart below shows the number of inquiries received, divided into specific issues.
With regular training measures, we inform and sensitize our employees for compliance. In addition to classroom trainings, various interactive eLearning formats are available. For executives and management, tailored attendance training on compliance and anti-corruption is also conducted. Here, managers are shown their particular responsibilities and they are informed about trends and changes in case law.
Since 2018 we offer voluntary trainings for our employees under the motto "Speak Up!". They learn communication techniques in order to openly and adequately address grievances and sensitive topics.
We started a comprehensive transformation initiative “Compliance Next Level” with the vision of future Compliance in 2020. The reason for this was the increasingly rapid and far-reaching changes in the world of work with regard to digitalization and agilization, as well as the resulting adjustments for the compliance organization.
Strengthening and measuring our compliance culture is an essential part of our compliance management. We have been interviewing managers and employees regularly internationally since 2013. E.g. we conducted an international employee surveys on compliance under the umbrella of the "Compliance based corporate Culture" initiative in 2017 und 2019. The aim was to check status and development of the Compliance culture. Research partners of the broad initial survey were the European School of Management and Technology (ESMT Berlin) and the Hertie School of Governance. About 45,000 employees took part at each voluntary survey.
The results have continued to improve at a high level in 2019 compared to 2017 and show a good compliance culture at Deutsche Telekom.
- 98 percent of those surveyed accepted the rules of Deutsche Telekom and said they were not willing to behave unethically. The vast majority therefore stand by their own values and would not deviate from them even under pressure.
- 88 percent stated, that their manager is a good role model regarding ethical behavior.
- Almost 90 percent stated that they feel well informed by the company how to behave appropriately at work and that they feel well prepared to deal with ethically questionable situations.
- A clear majority of respondents indicated that management leads by example regarding ethical behavior.
- They identified weaknesses in the area of feedback culture. Some employees said they do not feel comfortable to speak out openly.
The weaknesses mentioned were discussed in management and led to a package of measures. The aim of the measures is to further strengthen the value-oriented compliance culture in the Group and to continue the positive trend in the future. Among other things, the virtual reality program “Managing Dilemmas” was introduced. It is intended to make it easier for employees to recognize critical situations and to behave correctly in these cases. In addition, the “Speak Up” culture was further fostered, among other things, by a new e-learning program.
We have been promoting group-wide cooperation for years with an annual meeting of representatives of all compliance departments of the national companies worldwide, the "International Compliance Days". New initiatives to promote compliance management are discussed there every year.
Confirmed cases of misconduct will be sanctioned consistently, in a manner appropriate to the facts and culpability, and in accordance with the relevant legal provisions.
Since 2006, Deutsche Telekom's "Tell me!" whistleblower-portal has offered to all customers, employees, suppliers and all external parties the opportunity to report breaches of laws and internal rules and regulations at any time by e-mail, via the electronic whistleblower portal (BKMS), by mail or by telephone.
Confidentiality is guaranteed in accordance with legal requirements. Every incoming report - regardless of the way of reception - is checked and violations are pursued consistently.
Tip-offs "Tell me!"
Hints: Most of the reports submitted in 2020 were related to fraud, breach of trust, embezzlement, theft, target manipulation and unfair sales practices. Tipp-offs reported to portals in a business unit are only counted for the central Tell me! portal if Group relevant. Tip-offs reported until 31.12. of the year.
Overview of information received about possible violations of laws or internal rules and regulations via Deutsche Telekom's "Tell me!" whistleblower-hotline
In 2020, Deutsche Telekom received 113 compliance-relevant tip offs via the whistleblower-hotline "Tell me!”. As of December 31, 2020, 12 hints were still undergoing plausibility checks, while 38 cases were found to be not valid after investigation. 63 plausible indications were investigated as compliance cases.
Tip-offs categorized by risk area as of the reporting date Dec. 31, 2020
There were 63 plausible tip offs. After detailed investigation 11 of these suspected cases could not be confirmed. For 6 suspected cases the investigations had not yet been completed by the reporting date of 31 December 2020.
9 of the 46 confirmed cases led to termination of the employment. In 13 cases, further measures were taken under labor law (written warning, admonition, personnel appraisal, et cetera). In 16 cases, consequences (instruction, duty-, procedural- and civil law measures, et cetera) were taken. In 5 cases no sanction could be carried out for factual or legal reasons (for example, a person affected will leave the company anyway, deregistration from the bonus program on the part of the person affected has already taken place, perpetrator cannot be identified...).