ÖBB Annual Report 2025

Group Management Report 144 Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 101 Employee survey Employees can also express their concerns via the employee survey described above. The survey is conducted and evaluated by an external partner and is available in 14 languages. The anonymized results are presented to the members of the Board of Management and/or the managing directors before being published on the ÖBB intranet and sent to the respective department managers. This allows individual actions to be taken in each department and direct improvements to be made. The actions are evaluated independently in the respective departments. A central evaluation for improvement is not done until the next employee survey. ESRS S1-2.27.b; ESRS S1-4.38, 39 Confidential reporting The confidential reporting system within the ÖBB Group safety program gives employees a platform to help them prevent accidents, report near misses and unsafe conditions, and indicate where improvements are needed. Reports are submitted electronically to solution coordinators, who treat them confidentially and arrange a solution. Equal treatment officers by region The regional equal treatment officers and Group-wide experts in sexual assault cases serve as confidential contacts for all employees. In the event of concerns relating to discrimination, the circumstances of the case are recorded, legal information is provided, and an assessment is made as to whether discrimination has occurred in accordance with the Equal Treatment Act after the person affected has made contact. If the assessment is positive, the case is processed and the person concerned is consulted in order to define and, if necessary, initiate intervention options. ESRS S1-3.32.c, e Taking action and setting targets in relation to material impacts and approaches to managing material risks and exploiting material opportunities related to the own workforce and the effectiveness of these actions and approaches The following table shows the targets in terms of material impacts on the company’s own workforce. Target 1) Target year Target level Unit/KPI Base year Base year value Value 2025 Value 2024 Policies Material IRO 9) Improvement in the Work Ability Index from the employee survey 2) 8) 2030 ≥ 70 Points 2023 75 75 - 2) S1-K-1 S1-A-4, S1-A-5 Improvement in the Occupational Safety Index (ASX) 3) by 2% per year 2030 16 Points 2010 – 2019 20 15.1 17.2 S1-K-2 S1-A-7 Increase in the proportion of women 4) 2030 > 20 Percent 2021 14.2 17.5 17.1 S1-K-1 S1-K-6 S1-A-2, S1-A-5, S1-A-10, S1-A- 11 Increase in the proportion of employees with disabilities (degree of disability of ≥ 50%) 5) 8) 2026 4 Percent 2023 2.7 2.9 2.8 S1-K-1 S1-K-6 S1-A-10 Time to hire (specialist and cross- divisional functions) 6) 8) 2030 < 60 Workin g days 2020 56.5 47.3 47.0 S1-K-1 S1-F-1 Turnover 7) 8) 2030 < 10 Percent 2023 7.5 6.2 6.5 S1-K-1 S1-A-6 Early turnover 7) 8) 2030 < 15 Percent 2021 18.8 17.0 17.5 S1-K-1 S1-A-6 1) ESRS 2.MDR-T.80.b, c, d, e, j. 2) Work Ability Index (assessment of work ability in the company): The key figure is calculated from the employees’ assessment. A six-level rating scale is converted into an index using a points system. This key figure is collected regularly (not annually) as part of the employee survey. 3) Calculation of occupational accident rate: Occupational accidents > 3 days of ÖBB employees in Austria and employees of external companies who are employed via leasing contracts, based on 1,000 employees (communicated in the ÖBB Group as the “Occupational Safety Index ASX”). 4) Proportion of women: The key figure is calculated by dividing the number of all female employees by the total number of employees. 5) Employees with a disability: The “disability numerator” is used to calculate the key figure and divided by the total number of employees. The disability numerator is calculated in the same way as the statutory disability compensatory tax. 6) Time to hire: The key figure is calculated as follows for specialist and cross-divisional functions: average time from advertisement to acceptance in days. 7) Turnover: The calculation is made by dividing the number of terminable employees (other departures due to dismissal, redundancy, or death) by the average number of terminable employees. This excludes apprentices, employees in retention periods, seasonal workers, holiday workers/interns, marginally employed persons, and trainees, excluding retirements and retirement transfers. For the calculation of early turnover, the length of service is limited to less than two years. 8) Company-specific key figure for Austria. 9) No quantitative Group management indicators were defined in the reporting year for the material impacts, financial opportunities or risks: S1-A-1, S1-A-2, S1-A-3, S1-A-8, S1-A-9, S1-A-11, S1-A-12. There are policies in place related to this impact, which are described above in the Subchapter “Own workforce.” Specific target key figures are set at a low management level. | MR101 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