Deutsche Telekom’s Diversity Program Essay

1160 words - 5 pages

Change in an organization is inevitable and crucial to its growth, success, and survival. “For years, Deutsche Telekom has been one of the largest vocational training provider in Germany” (Telekom). The company is committed in improving its image and value by generating opportunities and possibilities through greater diversity at a higher organizational level. Their plans to bring more women into management positions includes: increasing their recruits for female university graduates, designating a quota of at least 30 percent for women in leadership roles, expanding its parental-leave programs, introducing more flexible working hours for managers, and extending of the number of available places in company child-care programs.
Diversity plays an important role in the workplace. But in order to achieve positive results, it must be employed effectively and efficiently. When an organization takes advantage of their diverse group, the collaboration of various skills from employees is utilized, attaining the goal in a much quicker rate. The “quota” approach that Deutsche Telekom is pursuing has both its benefits and drawbacks. The company’s method is an effort to access as many unique and amazing talents available, developing a better company. According to an interview with Professors Anita Woolley and Thomas Malone, their research shows that “there’s little correlation between a group’s collective intelligence and the IQs of its individual members. But if a group includes more women, its collective intelligence rises” (Harvard Business review). Also by imposing a quota, the company may play a part of counterbalancing the injustice women had faced in the past and avoiding potential lawsuits for gender bias. Furthermore, quota is also beneficial because the percentage of female graduates in Germany is progressively rising, more so than male graduates (OECD).
However, there is a difference between diversity and quota. Quota in a workplace, by its definition, is an allotted number of employees. According to Marina Yannakoudakis, a British member of the European Parliament, “I agree that there is still a long way to go but these women were selected because they were the best people for the job. Had they made it to the top by virtue of quotas it would have been nothing short of patronizing” (Simoes). Satisfying the set quota may outweigh the significance of their qualifications for the profession. This approach may also creates repulsion from male applicants, appealing only to female applicants. The chance of overlooking exceptional talents due to gender quota is maximized. Meanwhile, Deutsche Telekom may also face gender discrimination and possible lawsuits when recruiting female university graduates. They may address these issues by promoting the organization in all-female institutions, in addition to coeducational establishments. They may also refrain from specifying gender when marketing the company. The...

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