ÖBB Annual Report 2025

Group Management Report 138 Österreichische Bundesbahnen-Holding Aktiengesellscha ft Consolidate d Financial Statements | Group M anagement Report 95 Groups of people potentially affected The composition of the workforce is presented in detail in the Subchapter “Characteristics of the corporate group’s own workforce.” All persons from the ÖBB Group’s workforce who could be affected by material impacts are covered by the information in Chapter E.1 “General information” under “Interests and views of stakeholders.” Unless otherwise stated, the material impacts or risks identified affect all employees equally without differentiating between employees and external employees, locations or regions. Based on the data available, material risks in the area of occupational safety mainly affect operational employee groups, such as shunting, maintenance, and workshop employees. These people are increasingly working in areas with potential sources of danger. Negative impacts can involve both systemic (e.g. shortage of skilled workers, low proportion of women) and individual incidents (e.g. risk of injury, accidents at work). ESRS S1.SBM-3.14.a, b, d, 15, 16 For the purposes of employee integration, the ÖBB Group uses various tools to determine the needs of different groups of people and to identify groups of people who could potentially be more vulnerable. More information on the processes for integrating the corporate group’s own workforce can be found in the Subchapter “Process for integrating the own workforce and employee representatives regarding impacts.” Material positive impacts primarily involve activities that are related to actions already taken in the past and supporting structures such as the HR strategy and the actions, procedural instructions, etc. implemented as a result. This provides guidance and thus has a positive impact on employees. ESRS S1.SBM-3.14.c, d, 15 Due to the activities of the ÖBB Group and applicable national and supranational laws, there is no risk of forced or child labor in the fields of activity of the ÖBB Group and its sub-group companies. ESRS S1.SBM-3.14.f, g Impact, risk and opportunity management Policies related to the own workforce ÖBB is one of Austria’s leading employers with a wide range of exciting and meaningful jobs in over 130 professions. The Group has developed comprehensive strategies and policies for its over 48,000 employees (including apprentices) in order to ensure that this remains the case. Together with all sub-group companies, strategic HR management at ÖBB Group level thus makes a significant contribution to the internal and external perception of the ÖBB Group among both employees and potential applicants. The task and objective is to position the company as an attractive employer that actively implements and promotes diversity. The following policies play a crucial role for the ÖBB Group with regard to the material impacts, risks and opportunities and unless otherwise stated apply to all employees of the ÖBB Group. ESRS S1-1.19 HR Functional Strategy 2030 (S1-K-1) The HR Functional Strategy 2030 was adopted in 2024 and is made up of four strategic impact drivers and four sub-area strategies. HR is using the four impact drivers, which are described in more detail below, to prepare for current and future challenges, such as generational change due to retirements. ESRS S1-1.19. MDR-P.65.a Strategic impact drivers *) Description Efficient and modern HR management The ÖBB Group maps its quantitative and qualitative HR requirements through efficient and modern HR management. This is supported by a Group-wide, holistic HR IT system landscape and standardized, efficient processes. Appropriate legally compliant minimum standards and framework conditions are implemented and communicated. Learning and Development “Learning and Development” focuses on the targeted and sustainable development of employees, with training and development aligned with the qualification requirements identified for the future, state-of-the-art learning concepts, and innovative methods and systems. The HR department provides informative analyses and measurement tools on the current and future potential of employees. *) ESRS S1-1.19.MDR-P.65.a. | MR95 E.  Non-financial statement E.1. General information E.2. Environmental inform ation E.3. Social information E.4. Governance information E.5. ESRS index