ÖBB Annual Report 2025

Group Management Report 150 Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 107 No. Description of action (without specific targets) 1) Status 2) M29 Learning opportunities ÖBB training catalog: This offers a comprehensive and flexibly bookable range of 334 (py: 318) courses (including 173 course titles provided digitally, py: 153). These are tailored to the needs of the individual target groups and have a strong practical focus. The ÖBB training catalog team was able to support a total of 10,109 (py: 8, 863) participants in Austria in 2025. ÖBB Academy: This offers comprehensive, strategically relevant learning and development opportunities for defined target groups, ranging from entry-level employees and seasoned staff members to managers at all levels. No fewer than 1,584 (py: 2,195) participants took advantage of the offer in 2025, of whom 1,121 (py: 1,379) were male and 463 (py: 816) were female. In 2025, a total of 34 (py: 36) training courses and 106 (py: 46) training sessions and workshops were held. This corresponds to 33,282 (py: 35,331) participant hours. Digital learning formats: 119 new digital learning formats such as e-learning and apps were introduced in 2025 to teach content in a more interactive way and with closer links to day-to-day practice. More and more technical training is also being delivered online, while a platform for digital coaching has been put in place as well. Being imple- mented M30 Leadership Navigator—leadership development : The Leadership Navigator supports managers with tailored development opportunities and programs for individual and professional skills development. Being imple- mented M31 DAC 26: Digital automatic coupling (DAC) is an important step towards digitalization and process optimization in rail freight. Together with partners such as DB AG, SBB Cargo, and the rail industry, ÖBB is working on the nationwide introduction of DAC in Europe, which is slated for completion by 2032. ÖBB’s personnel development team develops competence profiles and qualification measures for this purpose. The use of DAC is creating new job profiles and an increased demand for employees in the rail system. Being imple- mented M32 Railway-specific training and further education: ÖBB-Infrastruktur AG’s “Training and Further Education” division operates a nationwide competence center for railway-specific training. ÖBB employees and participants outside ÖBB used 149,328 participant days in 2025. About 140 full-time and numerous part-time teachers are involved in providing more than 300 different training and further education courses. Alongside the apprenticeship program, the portfolio includes operational training (e.g. dispatching, shunting), traction technology training (e.g. train drivers, railcar service), technical training (e.g. electrical engineering, running gear, safety technology), and track safety training. Being imple- mented IRO: S1-A-8, S1-A-10, S1-A-12 | Concept: S1-K-1, S1-K-7 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. Apprenticeship program in the ÖBB Group The range of apprenticeships in the ÖBB Group is growing steadily in line with requirements. There are currently 26 technical and commercial apprenticeships available, covering everything from rail travel and mobility services, automotive engineering, and freight forwarding through to “green” apprenticeships in electrical engineering and digital professions such as app development coding. A new apprenticeship in real estate management was added in the 2025 apprenticeship year. The “Railway Infrastructure Sustainability Service” apprenticeship was restructured in July 2025, with the course set to start in spring 2026. No. Description of action (without specific targets) 1) Status 2) M33 Apprenticeship with qualification for university entrance: ÖBB actively promotes the “Lehre mit Matura” [apprenticeship with qualification for university entrance] scheme, which gives apprentices an opportunity to gain further qualifications. Being imple- mented M34 Women and girls in technology: The apprenticeship program is committed to making technical training better known and more attractive to women and girls, for example through nationwide “Girls’ Day” events. Women accounted for 25% of new apprentices in 2025. Being imple- mented M35 Promoting talent and digital skills: A virtual reality training course designed by apprentices and trainers was developed at the laboratory of the future at the Vienna apprenticeship workshop. It enables highly practical training courses on rail technology to be provided at a virtual Vienna Central Station. The virtual “switch point garden” was added in 2025, which helps users prepare for operating switch points while they are still in the apprenticeship workshop. ÖBB also helps to improve apprentices’ digital literacy by taking part in hackathons organized by the federal and provincial governments, which provide a creative and competitive environment. Being imple- mented M36 Modernization through new technologies: The young specialists at ÖBB are proactively being introduced to new manufacturing technologies and are already working with augmented reality, for example in the field of additive manufacturing. This enables them to experience virtual representations of complex technical components such as electric motors. Being imple- mented IRO: S1-A-12 | Policy: S1-K-1, S1-K-8 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. | MR107 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