Annual Report 2025 – ÖBB-Infrastruktur AG

ÖBB-Infrastruktur Aktiengesellschaft Group Management Report | Consolidated Financial Statements 110 European Works Council (EWC) The European Works Council (EWC) is the point of contact for employees of the ÖBB Group in Europe. He represents employees in EU and EEA countries in dealings with Group management, particularly on issues such as workers’ rights and economic and social matters. Sectoral Social Dialogue for Railways (SSD) In addition, ÖBB is a member of the Sectoral Social Dialogue for the Railway Sector and the HRD Steering Committee of the Community of European Railway and Infrastructure Companies. These serve to discuss social issues and labour law questions between employers and employee representatives and to develop solutions for industry-specific challenges, such as working conditions, digitalisation and safety etc. A transparent information policy towards employee representatives and regular cooperation ensure comprehensive involvement in all relevant issues and Group projects, for example through the Inclusion & Diversity Committee or the DAK 26 project. Other formats and procedures for the direct involvement and representation of employees’ interests in the company include: Team Goal Dialogue The Team Target Dialogue is a Group-wide management tool designed to support the target-setting process. Based on the objectives set by Group management, these are cascaded down to the Group companies and translated into specific actions. It marks the start of the staff appraisals. The staff appraisals not only promote professional development and skills enhancement, but also provide an opportunity to give feedback. Open dialogue not only fosters trust and mutual understanding, but also creates a positive working atmosphere that helps to counteract negative effects. Employee survey The staff survey is conducted on average every two years. The outcomes of the employee survey are incorporated into the management by objectives (MbO) targets. In that respect, in years when an employee survey is conducted, targets are set based on the results of the employee survey. In years when no survey is conducted, appropriate targets are set for the development of measures. Further information on the employee survey can be found in the next section, “Processes to remediate negative impacts and channels for own workers to raise concerns.” Diversity platform and Diversity Council The “Diversity Platform” is a central body comprising members from the subgroup companies. It streamlines processes and initiatives relating to inclusion and diversity and provides information for managers. Since 2023, partners from a range of professions, organisations and regions have been working together within the “Diversity Council” to raise awareness of diversity initiatives at a regional level. Both bodies are committed to measures aimed at preventing discrimination – for example, on the grounds of ethnic origin, gender, sexual orientation, disability, care needs, age, religion and belief, or social background. Communication In addition to existing employee representation, employees are also directly involved in various processes. Employees and staff representatives are regularly informed about corporate strategy, goals, the current situation of the company, new policies and all relevant issues affecting the workforce. Information is provided as needed and as circumstances require via various channels (newsletter, intranet, employee magazine, face-to-face events, notice board) and, depending on the target group, in German and, if necessary, also in English.