Review of the Employee Relations Policy at T-Systems CIS, Russia. Recently conducted on site review shows positive results.
The Employee Relations Policy (ER Policy) was developed in 2011 and signed by the Board of Management of T-Systems CIS (Russia) on August 29th, 2012. The implementation of the Policy was communicated to all employees afterwards. Since the Policy is in accordance with the Russian constitution, the implementation process went smoothly. The Policy as such is available and accessible for every employee – as is the case with other policies and guidelines. High level of global standards On July 29th and 30th, 2013, Deutsche Telekom took the initiative to visit the so-called “Point of Production” of T-Systems in St. Petersburg, to review and evaluate the success of the measures implemented ever since the ER Policy entered into force one year prior. In addition Deutsche Telekom offered a platform to discuss areas of improvement to make sure that the high level of global standards is met and/or over-fulfilled by the Russian company. St. Petersburg is one of four sites of T-Systems CIS next to Moscow, Voronesz and Ekaterinburg. Overall, T-Systems CIS operates in a growing market with a young and motivated workforce while currently employing nearly 900 people. Guiding Principles The review shows that all standards defined in the key elements of the ER Policy are respected and implemented at T-Systems CIS. The Guiding Principles are visible and lived throughout the whole company. A palpable inclusive culture and a good employer branding is important because the company is growing fast. There are nearly 80 projects run at T-Systems CIS with a huge demand of professionals, alongside a fierce competition for IT skills in the market and a rather high attrition rate. The demands from the business side and the huge growth of the company need to be balanced by setting up and improving the company’s structures, processes and programs. A low total workforce quota, time pressure in projects and a critical amount of overtime are all challenges management and leaders have to face. Risks arising from this situation need to be mitigated as soon as possible to enable a good work life balance. Generous cost sharing program For health insurance, T-Systems CIS provides a generous cost sharing program to its employees, offering a certain amount of health benefits and assistance. Leadership competences and skills are encouraged and emphasized within the company. As a response to the strong growth of the company, a dedicated leadership program is currently in its pilot phase and will soon be implemented throughout the company. Further on, there are various programs in place to strengthen the motivation of employees and foster their engagement, enabling individual growth and development. The diversity of teams is also very positive, especially with regard to equal representation of women. Thirty percent of the lower and middle management are female. Non-discrimination has been emphasized by employees as well as leaders as a key principle in the company. Furthermore, a Data Protection Officer was hired in February 2013 to ensure compliance with data privacy regulations. Work life balance In conclusion, besides the challenges regarding work life balance, the review shows very positive results. Employees, management and leaders all understand and live the fundamental values and principles of Deutsche Telekom. Necessary steps for setting up and improving structures, processes and programs in a company with strong growth are in place to assure minimum standards and to even go beyond in order to foster the position as an attractive employer in the Russian market.