ÖBB Annual Report 2025

Group Management Report 148 Österreichische Bundesbahnen-Holding Aktiengesellscha ft Consolidate d Financial Statements | Group Manag ement Report 105 Target The proportion of women across the Group will be increased to at least 17% by 2026. The long-term target is to exceed 20% by 2030. Status 1) Target scope 2) Target achievement is measured using the Women’s Career Index and the Diversity Charter, among other things. (ÖBB Group in Austria and abroad) Being imple- mented Methodology for determining targets 3) The target level for the above key figures was set on the basis of an analysis of the values already collected in prior years and evaluated at regular intervals. This is done by the management in consultation with the experts appointed by the department heads. In addition to the data analysis, common market benchmarks and state-of-the-art methods were also taken into account when determining the target level. Methodology for calculating the target key figure The key figure is calculated by dividing the number of all female employees by the total number of employees. Action M18 The Women’s Career Index (FKI) forms the basis for actions and initiatives to strengthen their career development within the Group. The index presents key figures that are collected regularly and thus enables internal and external benchmark comparisons as well as the evidence-based derivation and implementation of support actions for women. The survey, derivation of actions, and implementation monitoring are carried out in accordance with an ÖBB process standard. In-depth explorations of a sample of female employees are also carried out. Needs and depth of impact are evaluated qualitatively in individual interviews and fed into action plans if required. The index scores suggest that women are enjoying rapid development within the Group. Being imple- mented M19 The Women in Rail (WiR) Agreement between the Community of European Railway and Infrastructure Companies (CER) and the European Transportation Workers’ Federation (ETF) aims to attract more women to the rail sector and guarantee them more protection and equal treatment in the workplace. The actions and the progress made in implementing them have been documented in the new Women in Rail Report since 2025. Being imple- mented M20 Programs under the Group policy on equal treatment: Implementation of the Group policy on equal treatment and the requirements established therein, such as programs for the promotion of women (advertisement of roles, selection criteria, women-specific programs). This was supplemented in 2025 by the introduction of the WOMENTOR mentoring scheme for women, cross-company sparring as part of the mobility program, and mandatory equal treatment and sexual harassment training for managers and team coordinators. Being imple- mented IRO: S1-A-10 | Policy: S1-K-1, S1-K-6 1) ESRS 2.MDR-T.80.j; ESRS 2.MDR-A.68.e. 2) ESRS 2.MDR-T.80.c. 3) ESRS 2.MDR-T.80.a, f. Actions against violence and harassment in the workplace The ÖBB Group’s main target is to maintain a high level of trust in the reporting channels on the part of the persons concerned. No. Description of action (without specific targets) 1) Status 2) M21 The regional equal treatment officers and Group-wide experts in sexual assault cases serve as confidential contacts for colleagues who feel discriminated against, with the Equal Treatment Commission providing support in complex cases. The actions relating to equal treatment therefore enable the Group to intervene quickly and limit discrimination. Being imple- mented M22 “We’re watching!” : This campaign has made violence and harassment in the workplace visible. In addition to raising awareness, transferring knowledge is also crucial. Managers and employees receive information materials online and in in-person training sessions. As part of the campaign, attention is drawn to the internal contact persons (see the Group policy on equal treatment). Being imple- mented M23 Further education and training, information materials: Mandatory “Sexual harassment in the workplace” training, “Equal treatment – rights and obligations” online training, workshops for youth representatives, “Respectful cooperation” and “Sexual harassment in the workplace” e-learning, “Sexual harassment in the workplace” guidelines for managers, those affected, and their colleagues, and other information materials. Another priority was intercultural cooperation and anti-racism. Being imple- mented IRO: S1-A-8 | Policy: S1-K-1, S1-K-6 1) In the reporting year, no strategic KPIs were defined at Group level on this topic, but specific performance, productivity, and structural key figures are available within the Group at a more detailed level, which are also monitored. 2) ESRS 2.MDR-A.68.c, e. | MR105 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