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Equal Opportunities

Magyar Telekom considers the diversity of its employees as an asset for its business. According to our diversity guidelines we promote adequately and take into consideration the diversity of our employees, partners and the business environment in general. Beyond all this Magyar Telekom, as a responsible employer, pays special attention to removing discrimination from the workplace environment and to ensuring equal treatment for all. We also endeavor to provide equal chances for disadvantaged employee groups. With a view to this we have adopted basic documents that ensure the full assertion of these basic principles.

Code of Human Rights and Social Principles

Social standards are transparent and obligatory for the whole group of companies through the Code of Human Rights and Social Principles, which has been developed in accordance with internationally recognized norms, directives and standards, in particular those of the:

  • International Bill of Human Rights,
  • the ILO Core Conventions,
  • the OECD Guidelines,
  • the Global Compact,
  • the Tripartite Declaration of Principles concerning Multinational Enterprises,
  • and Social Policy (MNE Declaration),
  • and Guiding Principles on Business and Human Rights.

As a subsidiary of Deutsche Telekom Group Magyar Telekom Group strives to be in full compliance with the contents of the Code of Human Rights and Social Principles.

Diversity, Equity and Inclusion (DE&I) Group Policy

The group policy renewed in 2021 defines our global understanding of what characterizes the approach to diversity, equity and inclusion in our interactions with employees. It aims to ensure a consistent work experience, learning and development for every member of the company group, strengthening the sense of belonging and involvement. The framework of the renewed policy details and clarifies our understanding of DE&I through a set of key elements and covers aspects of the work-life cycle that are relevant to the company culture. It addresses social and business responsibility in providing an equitable and inclusive workplace locally within its global framework, but respecting local legislation of diverse cultures and local needs.

Equal Opportunities Plan

Anti-discrimination and the safeguarding of equal opportunities is a key priority to Magyar Telekom Group. According to the act CXXV of 2003 on Equal Treatment and Promotion of Equal Opportunities, and the corporate protocol in place since 2010 Magyar Telekom Group has accepted its 4 th Equal Opportunities Plan in order to secure the practices of equal treatment, the advancement of equal opportunities and the monitoring an improvement of the labor positions of particular disadvantaged employee groups. The Equal Opportunities plan currently in force is valid between 2021 and 2025 and has been developed in close cooperation with the employee representative bodies. (Hungarian copy only)

Employee Relations Group Policy

The opening up of markets, digitalization and globalization have led to an increasingly knowledge-based working world. New forms of networking are changing communication, public impact, reputation and compliance challenges and other key elements of company management. Thus, we realized a need to renew our definition of how we understand the shared characteristics of our employee relations to ensure consistent working experience for every employee.  As part of the Deutsche Telekom Group, Magyar Telekom Group has renewed its Group Policy on Employee Relations in December 2021. It specifies the key elements of our people policy and describes what we stand for in our relationships with employees, that are characterized by our shared values and derive from a set of values as well as from other group policies. The policy covers all aspects of work life that are relevant to industrial relations and informed by sustainability as a key driver, based on the following key elements:

  • Set of Values
  • Recruitment and development,
  • Responsible management of organizational changes
  • Health, safety and sustainability
  • Remuneration and rewarding
  • Work-life
  • Virtual working
  • Leadership
  • Diversity
  • Prohibition of discrimination and harrassment
  • Engagement and Communication
  • Labor and industrial relations