Annual Report 2025 – ÖBB-Infrastruktur AG

ÖBB-Infrastruktur Aktiengesellschaft Group Management Report | Consolidated Financial Statements 109 Inclusion Charta The Inclusion Charta is part of the Diversity Functional Strategy. (see sub-section ESRS 2 SBM-1 ) At the ÖBB Group level, a voluntary framework has been established to make it easier for people with disabilities to join ÖBB and to facilitate inclusive, accessible employment with equal opportunities. The Charta is based on the Disability Equality Act (Behindertengleichstellungsgesetz) and other national legislation. The Inclusion Action Plan was drawn up on the basis of the Inclusion Charta. It contains specific packages of measures relating to the following areas of action: “Employment and anti- discrimination”, “Training and further education”, “Infrastructure and accessible workplaces”, “Social affairs”, and “Apprentices and women”. The status quo of the measures is analysed and updated at regular intervals throughout the Group. S1-K-7 1) Further training and skills development The ÖBB Group and the ÖBB-Infrastruktur Group support their employees throughout their careers – from apprenticeships to further training opportunities via the ÖBB Academy and the training catalogue. Learning formats are available in face-to-face, digital and hybrid formats. Technological change continues to shape education and training, particularly through content relating to artificial intelligence. Onboarding processes make it easier to settle in, while tailored programmes and coaching support personal development. Performance and talent management utilise tools such as staff appraisals and site analyses to identify and develop potential. S1-K-8 1) Apprenticeship training The ÖBB Group is one of the largest apprenticeship providers in Austria. The majority of these apprentices are also trained in the training and further education division of ÖBB-Infrastruktur AG and coordinated across the Group. ÖBB-Infrastruktur AG primarily trains apprentices in technical professions. 1) The respective subgroup companies are responsible for cascading these ÖBB Group-wide strategies, which apply to the ÖBB-Infrastruktur Group. 2) The elimination of discrimination (including harassment), the promotion of equal opportunities and other opportunities to promote diversity and inclusion are addressed in the concept. 3) The policy addresses grounds for discrimination, including ethnic origin, skin colour, gender, sexual orientation, gender identity, disability, age, religion, political opinion, nationality and social origin. The Group’s “Equal Treatment” policy, “Diversity Charta” and “Inclusion Charta” form the basis for raising awareness and fostering understanding, with the aim of curbing, combating and preventing discrimination. In addition, they are intended to promote diversity and inclusion in general. The Policies and Chartas referred to are taken into account within the specific procedures governing day-to-day operations within the ÖBB Group and the ÖBB-Infrastruktur Group. This Non-financial Statement reports pay ratios between executives and employees (in accordance with ESRS). To ensure an appropriate ratio, the ratio determined will be reviewed regularly, as in the past. The companies of the ÖBB Group, and thus also the ÖBB-Infrastruktur Group are committed to fair, regular, punctual and complete remuneration of their employees and to compliance with all applicable wage and remuneration laws. Information on human rights can be found in sub-section ESRS 2 GOV-4 . S1-2 Processes for engaging with own workers and workers' representatives about impacts Within the ÖBB-Infrastruktur Group, the perspectives of the company’s workforce are obtained both through direct dialogue with employees and through elected representatives (Works Council) and organisations. These views are incorporated in a variety of ways into different procedures for decision-making processes and the implementation of measures. The procedures for involving the company’s own workforce are described in more detail below and outline the key implications. At ÖBB Group level, communication takes place between the ÖBB Management Board and the Group Executive Committee (“Konzernpräsidium”). In Strategic HR Management, there is regular communication with the Committee Chair. The highest-ranking person is the Management Board. There are also various formats for the regular involvement of employee representatives in the ÖBB-Infrastruktur Group. Works Council The Works Council represents the economic, social and health interests of employees in dealings with management. The Group Works Council negotiates cross-company issues with Group management and is also involved in trade union and political activities relating to relevant employee matters.