Strong digital communications networks are the foundation for Austria’s digital future. When T-Mobile and UPC merged to form Magenta Telekom in 2018, we made the ultimate promise: to offer the best networks for our customers’ daily digital lives. For more than 60,000 companies and over seven million customers (end of 2018), we are a dependable partner in every situation. We work hard to ensure we are among Austria’s best employers and will remain so for the long term. We offer opportunities for training and personal development to our employees so that working at T-Mobile is more than just a job and to ensure a healthy balance between their professional and private lives. We do this because we can only provide the best service with the best people on board.
The persistent, strong growth in data volumes in our digital society requires strong digital infrastructure that can also cope with further growth in years to come. That is why Magenta is continuously investing in its mobile data network, adding up to around €1.5 billion since 2013. That is also why, in 2018, we acquired Austria’s most powerful fibre-optic cable network by merging with UPC: at €1.9 billion, this was among the largest investments in the Austrian telecommunications market.
Unifying Austria’s best network (according to connect magazine) and the ultra-fast fixed broadband network means we are able to offer our customers the best integrated services for all areas of their connected lives. Our ultimate promise: We want to be the best in Austria for internet, customer service and entertainment.
The merger of T-Mobile and UPC, which was completed on 1 August 2018, was only the beginning of an exciting competition to become Austria’s best integrated supplier. Accomplished so far:
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Magenta Telekom’s agenda is directed by a six-person team. As Chairman of the Executive Board (CEO), Andreas Bierwirth has led T-Mobile Austria, now Magenta Telekom, since September 2012. He collaborates with Maria Zesch (Chief Commercial Officer for Business Customers), Jan Willem Stapel (Chief Commercial Officer for Private Customers), Gero Niemeyer (Chief Financial Officer), Volker Libovsky (Chief Technology Officer) and Sabine Bothe (Chief Human Resources Officer).
CEO and Chairman of the Executive Board
Dr Andreas Bierwirth, born in 1971, has served as Chairman of the Executive Board (CEO) of T-Mobile Austria, now Magenta Telekom, since 1 September 2012. Bierwirth is a member of the Supervisory Board of our sister company Deutsche Telekom Germany and served as Chairman of the Supervisory Board of T-Mobile Poland from 2015 to 2016.
After training as a bank clerk, Andreas Bierwirth studied business administration at the University of Münster and received his doctorate (Dr. rer. pol.) from the Institute for Marketing. He became Deputy CEO of Eurowings in 2002, where he oversaw the repositioning and rebranding of the Lufthansa subsidiary as Germanwings, which he then directed from 2004. After two years as Vice President for Marketing of the German airline Lufthansa, he was appointed Chief Commercial Officer of Austrian Airlines in 2008 and also as Chief Financial Officer from 2009 to 2012. Bierwirth trained as a professional pilot and is a non-executive board member of easyJet in London.
CCO (Chief Commercial Officer Business & Digitalization)
Maria Zesch, born in 1973, has been Chief Commercial Officer (CCO) and a member of the Executive Board of T-Mobile Austria, now Magenta Telekom, since 1 December 2015. She has been responsible for the area of Business & Digitalization since autumn 2018. She joined the Deutsche Telekom Group in 2003, and served as Senior Vice President for Business and Wholesale Operations in 2014 and 2015. Prior to taking a year of maternity leave in 2012, she was responsible for marketing affairs on the Executive Board of T-Mobile Austria for two and a half years. From 2008 to 2009, she was Head of Marketing at our sister company T-Mobile Croatia. Before working abroad, she oversaw the Private Customer segment and the Strategy department at T-Mobile Austria. Prior to her work for Deutsche Telekom, Zesch spent four years at international consultancy firm A.T. Kearney Consulting and two years at ORF as a Business Development Project Manager. Zesch is a Member of the Supervisory Board of oekostrom AG.
CCO B2C (Chief Commercial Officer B2C)
Jan Willem Stapel, born in 1979, has been a Member of the Executive Board of Magenta Telekom since October 2018 and is responsible for private customer operations for the company formed by the merger with UPC Austria. Born in the Netherlands, he brings many years of experience with convergent products and strategies with him to Austria as a former Senior Manager at KPN. His international experience strengthens the integration of T-Mobile Austria and UPC Austria as Magenta Telekom, a strong, convergent provider of fixed network, mobile network and entertainment services. He is a graduate of the University of Groningen and a series of other international business schools, including the Kellogg School of Management in Chicago and IMD Business School in Lausanne.
CFO (Chief Financial Officer), Deputy Chairman of the Executive Board
Gero Niemeyer, 44, has been Chief Financial Officer (CFO) of T-Mobile Austria, now Magenta Telekom, since 1 April 2017. Niemeyer has worked within the Deutsche Telekom Group since 2005 and was most recently Managing Director of Customer Services at Telekom Germany, a sister company of Magenta Telekom.
At Telekom Germany, he was responsible for around 15,000 employees as well as for the financial management of the Customer Service department. Thanks to his many years in corporate consultancy, including several years in the USA, Niemeyer brings extensive international expertise to his work at Magenta Telekom. Niemeyer has a degree in engineering, is a graduate of the RWTH Aachen and Imperial College London and is an alumnus of the Stanford Graduate School of Business.
CTO (Chief Technology Officer)
Volker Libovsky, 42, has been a member of the Executive Board of Magenta Telekom since July 2019 and heads up the entire technical field. As CTIO (Chief Technology & Information Officer), he is responsible for the areas of IT, networks and operations. He is therefore responsible for operating and expanding our mobile and fibre-optic cable networks as well as IT. Until recently, Libovsky worked as Head of IT at the Europe headquarters of Liberty Global and brings many years of experience in management at Virgin Media, Liberty Global, Unitymedia and UPC. Volker Libovsky is a graduate of Vienna University of Economics and Business.
CHRO (Chief Human Resources Officer)
Dr Sabine Bothe, born in 1973, was appointed Chief Human Resources Officer of Magenta Telekom on 1 August 2018. Her responsibilities include all personnel matters relating to the merger of T-Mobile Austria and UPC Austria.
She is an HR specialist with wide-ranging strategic and operational experience and 18 years of leadership experience in several corporate groups, including Deutsche Telekom, T-Mobile Austria, Compass Germany and Lufthansa Germany. She possesses particular competencies in the areas of transformation and cultural change. Sabine Bothe has a doctorate in law.
Despite all efforts, Austria still has to catch up with other countries according to the international OECD comparison of high-performance internet connections. By combining a powerful mobile network with a fibre-optic cable network, Magenta Telekom has laid the foundation for Austria’s digital future. All of our investment strength is focused on a swift roll-out of our 5G networks, upgrading our fibre-optic cable network to provide gigabit speeds throughout Austria and further expanding this effective infrastructure to make Austria a leader in broadband connections in the EU.
The next generation of the mobile data network, 5G, provides fibre-optic speeds “over the air”. This means we can establish internet supplies to less densely populated regions and improve connectivity in urban networks more quickly and cost-effectively than by installing cables to individual connections. Powerful fibre-optic cable connections to individual 5G stations must be constructed so that the 5G network can guarantee these peak speeds. Magenta Telekom has one of the strongest “backbone” networks for both its fibre-optic cable network and its mobile network that has over 100,000 kilometres of fibre-optic cables across Austria.
When the first 5G stations were commissioned in March 2018, Magenta Telekom had the first live 5G network – not only in Austria but in the EU, demonstrating the company’s commitment to this upgrade. By 2020, at least 300 stations will offer 5G connections; at least 1,000 stations will do so by 2021. Full 5G coverage to the same degree as current LTE coverage (i.e. over 97 percent of the population) will be possible by 2025.
Experience gained from the first 5G locations over the coming months will be incorporated into the subsequent Austria-wide roll-out of 5G. Magenta is providing special 5G routers to the first “friendly customers”. This means that households, businesses and community facilities that have so far had only weak internet connections will receive ultra-fast broadband internet. The first 5G smartphones are expected in the course of 2019. A wide range of 5G-capable smartphones should come on the market in large numbers in 2020.
Following the first auction of 5G frequencies in March 2019, the next auction – scheduled for 2020 – will be important in establishing a comprehensive 5G supply for Austria. The auction will primarily involve frequencies from 700 to 900 megahertz. Because these radio waves spread further than the recently auctioned frequencies of 3.4 to 3.8 gigahertz, they will be particularly important for connections in rural areas and inside buildings.
In its expansion strategy, Magenta is focusing on the diversity and integration of its networks. In rural areas, 5G and LTE are bringing internet connections to locations in Austria’s valleys; in cities and urban areas, the fibre-optic cable network will primarily provide broadband internet in combination with other technologies. We are also continuing to invest heavily in increasing performance and range. Since May 2019, we have offered almost a million households in Vienna the opportunity to “pimp” their internet connection to gigabit speeds. Outside Vienna, speeds in the cable network have doubled to half a gigabit and should reach one gigabit by the end of 2019. When it comes to broadband internet, Vienna is one of the best-connected cities in the EU – certainly a factor in the Austrian capital being named the world’s “most liveable city” for the tenth time (Mercer study 2019).
Magenta Telekom believes in Austria’s digital future: our multi-billion investments are proof. From 2018 to the end of 2021, Magenta Telekom will invest approximately €1 billion in upgrading and expanding its mobile and fixed networks.
Not many Austrian companies can say they have a research and development lab in Berlin with several hundred researchers. Few can claim to be among the largest providers of risk capital for European start-ups. Or that, thanks to their global purchasing power, they can offer their customers exclusive new products like the first iPhone, the first Android phone or – as an exclusive in Austria – the Fairphone. This is all made possible for Magenta Telekom in its position as part of Europe’s leading telecommunications concern.
As a member of the Deutsche Telekom Group, Magenta Telekom can draw on the full range of these resources. By the same token, Magenta’s parent and sister companies can draw on the experience gained as Austria takes a pioneering role. One example is 5G: for example, as the first live 5G network in the Deutsche Telekom (DT) Group and in the EU is launched in Austria. Another was back in 2009, when Innsbruck became the first European city with commercial LTE internet connections.
There are other success stories of products introduced by Magenta. Take, for instance, web protection and child protection solutions for phones and home internet; developed by the recently listed Viennese start-up Cyan in cooperation with T-Mobile Austria, they are now available in many countries. Another example is CarConnect, a platform for networking cars. An app on the owner’s phone shows the car’s “health status” or a digital logbook – or provides a mobile Wi-Fi hotspot for passengers.
To support IoT (the Internet of Things), customers across Europe are being provided with SIM cards made in Austria using our M2M (machine-to-machine communication) platform. In mid-2017, we reached our first million M2M customers; by mid-2019, around four million IoT cards were in use in Austria and around the world.
We are particularly proud to have been the first member of the Deutsche Telekom Group to become CO2-neutral in early 2015, thereby making a significant contribution to the aim of making the entire Group CO2-neutral by 2021. We are also the first Deutsche Telekom company to offer the Fairphone, the world’s first smartphone that endeavours to use fair production processes, having done so since 2016. This gives our customers another option to make environmentally conscious decisions.
Magenta Telekom’s international tasks within Deutsche Telekom include overseeing the Vienna-based Standardization & IPR (Intellectual Property Rights) Management team. This team manages patents to ensure that Deutsche Telekom innovations are legally protected so that they can be made available to all customers around the world. A key element of this work is developing Deutsche Telekom innovations into international standards.
The Vienna-based Standardization & IPR (Intellectual Property Rights) Management team oversees all standardisation activities throughout the Deutsche Telekom Group. This division also conducts patent management to ensure that Deutsche Telekom innovations are also legally protected so that they can be made available to all customers around the world.
In addition to network sharing, LTE development and IP (internet protocol) messaging, another current focus of innovation is the intensive effort to reduce resource consumption. This work ranges from energy savings in fixed and mobile networks to reducing network nodes and administration systems. Yet standardisation itself also produces innovations: discussions with other network operators and manufacturers give rise to new ideas that, in turn, lead to innovative technologies. Our Standardization team obtains patents to ensure that Deutsche Telekom retains the rights of use for these innovations.
Deutsche Telekom, like other companies, is increasingly subject to attacks from non-practising entities (NPE) – law firms that buy up patents and then institute proceedings against as many manufacturing companies as possible. The media often refer to such companies as “patent trolls”. The Standardization team’s tasks also include working with Deutsche Telekom’s patent agents to defend against spurious claims.
In our business dealings, we value fairness, integrity and mutual appreciation. This is not just a matter of compliance with the law: rather, it is about dealing fairly with our business partners, colleagues and the authorities. To meet this aspiration, we have introduced clear guidelines that apply to everyone at Magenta Telekom – from executive management to our employees in our shops. We operate a well-considered Compliance Management system that is among the most effective in Austria. External experts have confirmed this: in 2017, following extensive examination of our anti-corruption processes, Magenta Telekom was awarded certification under the new ISO 37001 standard.
Group-wide compliance structures guarantee that, as part of responsible corporate management, laws and codes of conduct are observed by all, from executive and senior management to each office employee and everyone working in our shops and in customer service roles.
The binding Group-wide Code of Conduct sets down five basic principles that provide a fundamental framework to guide us in our work. Our Anti-Corruption Guideline outlines how to avoid conflicts of interest between private and professional interests. Details of how to handle invitations and gifts can be found, for example, in the Guideline on Granting Benefits. In 2017, the Group-wide Social Charter was revised to place greater emphasis on human rights. This involved explicitly referencing the human rights principles relevant to our business operations, campaigns to raise awareness and continuous appraisal of our business processes through due diligence.
To ensure that all staff adopt and internalise these guidelines and principles, we provide ongoing training and implement campaigns on individual areas of the Code of Conduct. In 2018, 1,233 staff members completed our e-learning course on fighting corruption, and additional 26 hours of training were provided in workshops for managerial staff.
Our core activities in this field include Group-wide anti-corruption campaigns and local training activities, as well as national guidelines on sponsoring and consultancy. We also provide our staff with important rules of conduct with up-to-date guidelines on the issues of consultancy and sponsoring. Audits and other inspections are conducted at regular intervals to ensure that these rules are being observed.
Rules alone cannot change how people behave. We ask our staff for their cooperation and have created the “Tell me!” programme to enable them report to potential compliance violations. As a company, we guarantee confidentiality and that staff will not be disadvantaged in any way if they provide information to the best of their knowledge and belief. The information we receive is investigated and examined by specially trained people who are obligated to maintain confidentiality. Anonymous tips of misconduct can be submitted via email to Tellfirstname.lastname@example.org or using the electronic “Tell me” whistleblower portal.
We strive to make a significant contribution to the sustainable development of our society. As a responsible company, Magenta Telekom faces up to future economic, ecological and social challenges. We want to begin where, in light of our core business, we can make a significant contribution to the sustainable development of our society. Our Group Corporate Responsibility (CR) strategy defines three action areas: enabling a sustainable lifestyle in a digital world, connecting the unconnected and creating a low-carbon society (for more information, see https://www.cr-report.telekom.com/site19/strategy-management/cr-strategy).
In 2012, we established our own Sustainability Organisation to better coordinate and implement these sustainability issues. This includes a Sustainability Manager in Corporate Communications, who reports directly to Magenta management, as well as a company-wide Sustainability Board with representatives from all areas of Magenta Telekom.
Although Magenta Telekom is not a listed company, we issue Sustainability Reports to inform our stakeholders about our progress towards becoming a company with sustainable operations. In these reports, we adhere to internationally recognised GRI Standards. Since 2013, we have published the Magenta Telekom Sustainability Report exclusively as a website compatible with different screen formats. This is another resource-conservation measure. The 2019 report shows, for the first time, the connection between our measures and the United Nation’s Sustainable Development Goals, with the relevant SDG for each section.
In our Sustainability Programme, which can be found in the data section of this report, we establish binding targets and measures for the years ahead. We measure our progress using our system of indicators and the Group-wide ESG (environmental, social and governance) key performance indicators. The Sustainability Manager is also integrated in Group-wide CR governance through the international CR Manager Network, which includes representatives from over 20 national subsidiaries.
Acting sustainably and fairly is only possible with an awareness of other groups in society. Dialogue with our stakeholders has already given rise to some tangible projects that have made decisive contributions to our efforts to act more sustainably. Employees, customers, trade associations, universities and social and environmental organisations all have certain expectations of us, as we do of them. To learn about these and to discuss topics, we strive to reach out and stay in contact with our stakeholders.
We hold this dialogue over many different channels, such as our Facebook pages, Twitter and Instagram, our company blogs (https://blog.magenta.at and https://kids.magenta.at), at congresses such as the European Forum Alpbach or the Ashoka “Ideegration” initiative to integrate migrants, at the Austrian Mobile Communications Forum (FMK) and at the annual gala for our T-Mobile Environment and Sustainability Awards (https://www.tun-fonds.at). This allows us to learn from our stakeholders and develop measures for a sustainable future.
Three questions help us to identify our stakeholders: Who is materially influenced by our business activities? Who has a major influence on our company? Who do we want to work with to achieve our shared aims?
This dialogue has already given rise to exciting, cross-cutting projects. One example is our partnership with Fairphone for fairly produced smartphones: our partnership with the Dutch social enterprise arose from a suggestion made by Dreikönigsaktion, a Catholic youth charity and one of our customers.
We continued the dialogue on sustainably produced smartphones in 2016 in a workshop as part of the “Stadtfabrik” (Urban Factory) project at the Museum of Applied Art (MAK) in Vienna. In Magenta Telekom, Austrian Fairphone users have a partner they can depend on. In early 2017, we hosted an event on mining rare earth elements at Vienna’s FH Journalismus und Medien.
In collaboration with the University of Vienna and the Joanneum University of Applied Sciences, we addressed the topic of renewable energies in the “Ecological Mobile Network Station” pilot project (for more information, see the Environment chapter). We have also established a partnership with Caritas Austria helping people who have fled to Austria to escape adversity to integrate in society.
The Data section of this report contains an overview of our most important stakeholders. If you would like to be part of this conversation, write to us at: email@example.com.
Magenta creates excitement with new products and surprises by giving more. We do everything to offer the best services and solutions for our customers’ digital everyday. This is only possible with the best employees. We support them with numerous initiatives to ensure they are equipped for the new challenges they face every day. As part of our responsibility as a leading employer, we promote a balance between work and family life.
We want to win together. So, we promote personal growth and offer multi-faceted development opportunities and the option of flexible work. We work hard, we give ourselves the freedom to try new things and we get stuck in. And, if something happens to go wrong, we take it in good humour, learn together and grow from it.
Magenta is vibrant and rich in variety. The same is true of the training and individual development opportunities at Magenta Telekom. Each and every one of us is unique. This is why we encourage our employees to find their own individual path – whether as an expert or as a generalist, working collaboratively on projects or in a leadership role. As part of Deutsche Telekom, we can also offer development opportunities all around the world.
Especially in a sector as fast-moving and dynamic as ours, learning is a crucial part of our daily work. We support learning with digital learning platforms to ensure it. All employees therefore have uninterrupted access to different learning content, ranging from sales training, data privacy and product training to regular compliance training. We make this content available in various formats, such as webinars, explainer videos, online courses, etc.
Our employees learn about current topics with and from one another at internal events. Training sessions on our core business, on products and processes, sales and communications, moderation, presentation skills, conflict management and project management allow our employees to develop their skills constantly.
Our Talent Programme brings together employees identified as having high potential to strengthen their skills in the areas of innovation, digitalisation and agility, and to deepen their specialist knowledge. How can we better use our own strengths to remain competitive in a digital environment? What working methods promote the implementation of innovations? The Magenta Talent Programme explores these and many other wide-ranging issues over the one-and-a-half-year course.
Managers embark on their own individual Leadership Journey in which the managers themselves define the learning content. They also attend reflective peer groups and share their experiences. During this training, we disrupt hierarchies and promote cross-hierarchical learning.
Agility is another focus of our employee development activities. We encourage experts to adopt agile methods and new approaches to become even more effective in their daily professional lives.
Learning is part of daily life – both for us as an employer and for our employees. In 2018, our employees completed approximately 390,000 of training (see https://www.cr-report.telekom.com/site19/strategy-management/cr-strategy); this included 28,485 hours of face-to-face training in workshops or one-on-one sessions and 361,621 hours of digital learning. The need to learn applies to everyone, regardless of their age, gender, length of service or position in the company. Ultimately, we can only win as a team if we are willing to grow as individuals.
Our employees can only deliver peak performances when their work, leisure time and family life are well balanced. When it comes to mobile working, coaching, childcare, preventive health care and maternity leave programmes, we’re the pros.
We look for proven and novel ways to meet our employees’ needs in every stage of life. We are a partner of the Ministry of Family and Youth’s “Companies for Families” initiative, which represents best practice in Austria. Our shared goal: to make the reconciliation of family life and work a matter of course.
We are particularly proud that our efforts to ensure a work-life balance have been praised by the Family Ministry, as we were recognised as a “family-friendly company” in 2017. A splendid array of activities made this possible.
Flexible and mobile working is part of our everyday at Magenta Telekom (https://www.magenta.at/karriere/benefits-perks/start-entwicklung/). We use modern communication and collaboration tools to make this possible. At Magenta, we are working to shape the digital future. This also applies to workplaces, as the world of work becomes more flexible, digital and mobile. We don’t appreciate our employees for their attendance, but for their accomplishments. Therefore, after consulting with their line manager, our employees can carry out their duties in comfort at home or on the move.
For us, flexibility also means self-determined working. Greater personal responsibility gives employees greater scope to schedule their lives. In most areas, a flexitime system enables employees to organise their working hours individually and in consultation with their team and line manager.
Showing appreciation for employees who have taken leave for family reasons or to attend training comes naturally to Magenta Telekom. Our “Stay in Contact” initiative helps employees maintain a connection to the company while on leave. Regular meetings and internet access enable employees on leave to stay well connected to us.
Coaching on any professional or personal issue services is also available to all employees through our partner, consentiv. They have the opportunity to discuss difficult topics anonymously and in confidence. Our cooperation with Besser Betreut GmbH allows our employees to access the largest database of childcare services in the German-speaking world. It contains the details of childminders, babysitters, domestic help and senior care services.
Since 2004, our nursery groups for children aged 1-3 and several groups for those aged 3-6 are an important element of our efforts to support employees’ families. Our company kindergarten in the T-Center is expertly managed by the Vienna branch of Kinderfreunde. We also provide exciting activities for children of school age, such as taster courses in coding and robotics as part of our #ConnectedKids education programme.
Loyalty is indispensable. This applies not only to our customer relationships but also to our role as an employer. At Magenta, we aim to provide our employees with the best conditions to shape the digital world of the future. In return, we ask for courage and original ideas. We value our employees’ loyalty and offer them long-term opportunities for development. Proof of this can be found in the fact that we are able to fill half of the advertised vacancies internally. Together with our employees, we aspire to achieve great things. Du, wir, Magenta.
Our apprentices are characterised by their reliability, commitment and passion for customer service and for their job. In 2006, we became the first Austrian mobile network operator to introduce an Apprenticeship Initiative focused on telecommunications.
Since the special apprenticeship programme was founded, Magenta Telekom has accepted about 200 apprentices. Of these, four out of five remained with the company after their training. This is why, since 2012, we have been proud to be designated a Best Practice Training Company by the then Federal Ministry of Economic Affairs, Family and Youth. This recognition acknowledges Magenta Telekom’s role as a key source of inspiration for the Austrian economy.
Apprenticeships to train as a retail salesperson can be completed in one of our Magenta shops; e-Commerce office administrator apprenticeships are available in the Digital division of our Vienna headquarters.
We greet our new apprentices at our traditional “Welcome Day”. During their three-year apprenticeship, the young trainees are also supported by almost 90 employees from different departments. We also provide appropriate training for managers in shops and elsewhere so that they can do justice to their responsibility for training the apprentices.
Apprenticeship places for young refugees who have arrived in Austria without their families are a fixed part of our training activities. To ensure that they successfully integrate in Austria and in their apprenticeship, the young trainees complete an individual preparation programme over several months as part of our lobby.16 programme before the apprenticeship itself begins (for more information, see the Social Responsibility chapter). This has afforded around 20 young people new prospects in Austria since 2010.
Autism and Savant syndrome. We want to remove the negative connotations of these terms and develop opportunities for these people and for companies. Magenta Telekom supports the Specialisterne project, which aims to enable people with special abilities to gain access to the world of work and to make this process easier for both sides.
Approximately one percent of the population lives with a condition on what is known as the autistic spectrum. For Vienna, this means that roughly 11,000 residents are autistic and about 3,500 have Asperger syndrome. While people with these conditions have special talents for quickly identifying patterns and abstract structures, they often have difficulty in social situations. Despite their special talents, around four-fifths of all people with these conditions are unemployed.
The Specialisterne association has the goal of turning such supposed weaknesses into strengths to solve difficult tasks. The international initiative works to help people with disorders on the autistic spectrum earn qualifications and find work by matching their special talents with the specific needs of companies. Specialisterne was founded by Thorkil Sonne from Denmark, whose son has Asperger syndrome.
Since autumn 2015, Magenta Telekom has employed four people with Asperger syndrome as data analysts in very challenging fields as part of an initial project. Specialisterne supports both sides to build a positive working relationship and social contacts within the company, and also provides training and understanding. We are proud to have been among the first companies in Austria to have risen to this challenge.
From medical screenings, eye exams and medical assistance to health-awareness days and anonymous consultation days, Magenta Telekom provides a range of measures to promote the health of its employees. Since 2012, we have been applying the OHSAS 18001 Occupational Health and Safety Management certification system to remove potential hazards for our employees and to develop their potential. This covers all our employees.
Our employees can consult an occupational physician and/or an occupational psychologist. Together with our partner Vamed, we hold an annual health fair at which all employees can have a check-up, a massage and find information free of charge. It also provides a setting for talks on health, nutrition, vaccinations and other topics to which international experts are invited.
We offer our employees free coaching and advice on personal and professional issues through our partner, consentiv. We support the Red Cross several times each year through our in-house blood drives, which also provide an opportunity to raise awareness of healthy lifestyles.
Since 2013, Magenta has participated in the national Cycle to Work (Radelt zur Arbeit) initiative. Not only does this improve Magenta’s CO2 footprint, it also helps our employees improve their fitness. We also support other initiatives, such as taking part in the “Business Run” and “Fairness Run” events.
Of course, as required by law, the T-Center has been completely smoke-free since 2018, including in outdoor areas. We also offer appropriate support to employees seeking to quit smoking because it can be difficult to break habits, even when they are damaging to our health.
Safeguarding our older employees is also important to us. This is why we support all employees with an attractive workplace pension plan.
Almost isn’t good enough. In late 2014, we believed we would achieve the target we set ourselves of women making up 30 percent of managers by the end of 2015. Unfortunately, we missed this target in the years that followed. Nevertheless, we remain committed to this task. At Magenta Telekom, we naturally reward employees performing equal work with equal pay: our Income Report confirms this.
Regrettably, our ambitious plan has not yet been fulfilled: in keeping with our parent company, Deutsche Telekom, we continue to strive to reach our self-set target of 30 percent of management positions being occupied by women. In 2014, we came close at 29.2 percent. Unfortunately, in 2018 the rate was 23.8 percent at T-Mobile and 28.9 percent at UPC.
We want to break down gender roles, overcome the boundaries of stereotypes and smash the glass ceiling. To achieve our ambitious goal in the near future, we are intensifying our efforts and implementing a series of measures. These include career development coaching for women, participating in Vienna’s “Daughter Day” and holding gender workshops for management staff.
Making progress in raising the proportion of women in our management positions requires fair pay. Our Income Report states that Magenta Telekom is an “equal payer”. When measured by hourly wages, there are only three areas where women are at a pay disadvantage – and in three other fields, the average wage of women is higher than of men. Overall, Magenta Telekom rewards equal work with equal pay.
Located in the Neu Marx urban development area, the T-Center is an office building almost without parallel in international architecture. The headquarters of Magenta Telekom and our affiliate T-Systems was designed by architect trio Günther Domenig, Hermann Eisenköck and Herfried Peyker and marks the skyline on the eastern approach to Vienna.
Designed by the urban design team at Graz-based architectural firm Architektur Consult ZT GmbH, the building has a gross floor area of 134,000 square metres. The T-Center’s striking architecture, created by architect Günther Domenig, recently attracted attention in Austria and abroad. In 2006, the building was distinguished with the Austrian State Prize for Architecture. The Austrian Post (Österreichische Post AG) has dedicated a special stamp to this landmark in an architectural stamp series.
As well as receiving numerous awards, the T-Center has also set several records: the largest private construction project in Austria, a record construction period of 26 months, and a total of 1,200 people in continuous employment of the record construction site during the building’s erection. There are suspicions that the building may have broken another record in 2019. When Magenta Telekom was formed, the T-Center’s façade was fitted with a 17,000 square metre illuminated display, making it the third-largest LED façade in the world after the Burj Khalifa in Dubai and Munich’s Allianz Arena. Austria’s largest display screen is available for both art installations and public-service messages. So, on the occasion of the Life Ball in June 2019, the red ribbon – the global symbol of solidarity with people living with HIV/AIDS – was displayed on the T-Center’s LED façade from sunset until midnight.
Guided tours of the T-Center are available for architecture enthusiasts. These guided tours include a presentation about the architecture and a walk through different parts of the building, including further comments on the architectonic background and considerations of the construction and office-building strategy. Guided tours can be arranged for groups of 15 to 25 people. To arrange tours of the T-Center, please contact the Architekturzentrum Wien.