ÖBB Annual Report 2025

143 Group Management Report Öste rreichische Bundesbahnen-Holding Aktie ngesellscha ft Consolidated Financial Statements | Group Management Report 100 Other formats and procedures for directly integrating and representing the interests of the corporate group’s own workforce include: Team-target dialog The team-target dialog is a Group-wide management tool to support the target agreement process. The targets set by Group management are cascaded down to the Group companies and translated into tangible contributions that each is expected to make. The dialog serves as the starting point for employee appraisals. ESRS S1-2.27.b The employee appraisal not only promotes further training and skills development but also enables feedback to be given. As well as building trust and mutual understanding, the open dialog that it stimulates also fosters a positive working atmosphere that counteracts any negative impacts. ESRS S1-2.27.b Employee survey The employee survey is conducted at regular intervals, with the findings being incorporated into the management-by- objective (MbO) targets. For those years in which an employee survey is conducted, targets are set based on the results of the survey. Appropriate targets for developing measures are set in those years without a survey. More information on the employee survey can be found in the next section, “Procedures for rectifying negative impacts and channels through which company employees can raise concerns.” ESRS S1-2.27.b, e; ESRS S1-3.32.e Diversity Platform and Diversity Council The “Diversity Platform” is a central committee whose members are drawn from the sub-group companies. It harmonizes “Inclusion and Diversity” processes and offerings and furnishes information for managers. Partners from various professions, companies and regions have come together on the “Diversity Council” since 2023 to spread the word at regional level about diversity activities and services. Both committees actively back actions to prevent discrimination, e.g. on the basis of ethnic or social background, sex, gender, sexual orientation, disability, care needs, age, religion, or ideology. ESRS S1-2.27.b, 28 Communication In addition to the existing employee representations, there is also direct involvement in various processes. Employees and employee representatives are regularly informed about corporate strategy, targets, the current company situation, new policies, and all relevant issues affecting the workforce. Information is provided based on need and on events via various channels (newsletter, intranet, employee magazine, face-to-face events, online fact-finding events, notice board, ideas workshop) and is presented in German or English depending on the target group. ESRS S1-2.27.b, e The dialog formats described are effective tools for incorporating the views of the company’s own workforce into decisions and activities. Direct feedback offers the opportunity to respond to feedback in a targeted manner and to derive actions from these views. In the dialog formats described, employees’ participation and acceptance are observed for the purpose of evaluating the collaboration. ESRS S1-2.27.e There are no other agreements in place regarding human rights aside from those described above. Corresponding regulations are set out in the Group-wide policies; see Chapter E.1 “General information” under “Governance” in the section “Minimum social protection standards.” ESRS S1-2.27.d Process for improving negative impacts and channels through which the own workforce can raise concerns As described in Chapter E.4 “Governance information” under “G1 Business conduct” in the “Compliance” section , employees have the opportunity to raise concerns at any time. This ensures that potential negative impacts can be identified and avoided or remedied in a timely manner. The same chapter also details the actions taken to protect individuals against retaliation. ESRS S1-1.20.a, b; ESRS S1-3.32.a, b, c, d, e, 33 The channels listed are provided by the company itself. Further information on channels and the underlying processes is available on the intranet. Initiatives also increase awareness of and trust in the channels. Both the confidential reporting system and the equal treatment bodies (equal treatment officers) can be accessed and contacted via online portals and individual contact details. The corresponding responsibilities are clearly defined within the ÖBB Group and are assigned to those responsible in the event of incidents. ESRS S1-3.32.b, d, 33 MR100 | E.3. S1 Own workforce S2 Workers in the value chain S3 Affected communities S4 Consumers and end-users