ÖBB Annual Report 2025

149 Group Management Report Öste rreichische Bundesbahnen-Holding Aktie ngesellscha ft Consolidated Financial Statements | Group Management Report 106 Diversity, employment, and inclusion of persons with disabilities The “Inclusion and Diversity” solution center makes individual actions from the Inclusion Action Plan available throughout the Group. Target Increase in the proportion of employees with disabilities (degree of disability of ≥ 50%) Status 1) Target scope 2) The aim is to meet or exceed the statutory quota of 4% of employees with a degree of disability of ≥ 50% in every division of the ÖBB Group in Austria with ≥ 25 employees. Target achievement is evaluated on a quarterly basis and made available to the top management of the Group companies in a Group-wide diversity report in order to further improve the actions. Specific programs are available for the international pursuit of the targets set; these are subject to monitoring by the respective sub-group companies and are regularly reported to the “Inclusion and Diversity” solution center. (ÖBB Group domestic) Being imple- mented Methodology for determining targets 3) The target level for the above-mentioned key figures was set by management in consultation with the experts appointed by the department heads based on an analysis of the values already collected in prior years and is evaluated at regular intervals. In addition to the data analysis, common market benchmarks and legal requirements were also taken into account when determining the target level. Methodology for calculating the target key figure 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. Action M24 Cooperations with companies and job platforms for persons with disabilities (e.g. NEBA Betriebsservice) provide support with recruiting people with disabilities. Networking activities for persons with disabilities and chronic illnesses are intended to ensure that they have a safe space for questions and concerns and that the exchange and transfer of knowledge is promoted. Being imple- mented M25 Campaigns, action days, and events: With the internal knowledge, qualification, and communication campaign “You are our potential,” ÖBB is pursuing the goal of making the topic of “disabilities” visible and removing the taboo surrounding it. In addition, regular action days and events are held to raise awareness among passengers, employees, and managers. Being imple- mented M26 Inclusive site inspections: Trials of the app for inclusive site inspections were conducted in 2025 and used as a basis to identify findings and actions. Being imple- mented M27 Qualification standards and opportunities: Ongoing development of training programs and tools to create an inclusive and respectful working environment (information guides or networking initiatives) as well as advising the sub-group companies on empowering managers, employees, and relevant target groups (e.g. employees who have contact with customers, apprentices, recruiters, communication, and specialist training). Being imple- mented M28 Appointment of an Accessibility Officer for the Group: Accessibility Officers ensure that accessibility for employees and customers is implemented and continuously enhanced across all relevant areas. The Officer’s responsibilities include identifying areas requiring action, developing improvements, and collaborating with disability representatives, specialist departments and external experts. They are involved in planning processes and cover structural, communicative, and organizational aspects as well as the accessible design of information, events, and tendering procedures. Completed 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. Training and skills development Personnel development is focused on targeted skills building for employees and managers. Further training courses are needs-based with a practical bent. Group-wide programs are coordinated by ÖBB-Business Competence Center GmbH and railway-specific ones by ÖBB-Infrastruktur AG. Digitalization and self-directed learning are supported by digital and hybrid formats as well as AI. The overarching aim is to build skills and ensure employability. IT systems are evolving from “learning management” to a “learning experience.” MR106 | E.3. S1 Own workforce S2 Workers in the value chain S3 Affected communities S4 Consumers and end-users