Annual Report 2025 – ÖBB-Infrastruktur AG

ÖBB-Infrastruktur Aktiengesellschaft Group Management Report | Consolidated Financial Statements 111 The dialogue formats described are effective tools for incorporating the views of employees into decisions and activities within the company. Direct feedback provides an opportunity to respond to comments in a targeted manner and to derive measures. In the dialogue formats described, employee participation and acceptance are monitored for the purpose of evaluating the cooperation. Apart from the existing agreements described above, there are no other agreements relating to human rights. The relevant provisions are set out in the Group-wide policies (see sub-section ESRS 2 GOV-4) . S1-3 Processes to remediate negative impacts and channels for own workers to raise concerns As outlined in sub-section G1-1 G1-3 , employees are free to raise concerns at any time. In this way, potential negative impacts can be identified promptly and avoided or remedied. The measures to protect individuals against retaliation are also described in sub-section G1-1 G1-3 . The channels listed are provided by the company itself. Further information on the channels and the underlying procedures is made available to employees via the intranet, and initiatives are carried out to ensure awareness of and trust in the channels. Confidential reporting and equal treatment bodies (equal treatment officers) are guaranteed via online portals and individual contact options. The relevant responsibilities are clearly defined within the ÖBB Group and thus within the ÖBB-Infrastruktur Group and are assigned to the responsible parties in the event of incidents. Employee survey (MAB) Another way for employees to express their concerns is the online group-wide employee survey (see s ub-section S1-2) . The survey is conducted and evaluated by an external partner and available in 14 languages. The anonymised results are presented to the Management Board, managing directors and executives. The results are then published online on the ÖBB intranet and communicated by the respective managers in their departments. This allows individual measures to be put in place for each department, leading to immediate improvements. The measures are evaluated independently in the respective departments. A central assessment for improvement is only carried out with the next MAB. Confidential reporting system As part of the ÖBB Group’s strategic safety programme, the confidential reporting scheme provides employees with a platform that helps them prevent accidents, report near-misses and unsafe conditions, or highlight areas where improvements are needed, thereby enhancing safety in the long term. Reports are submitted electronically to solution coordinators, who treat the reports confidentially and work to find a solution. Equal treatment officers by region The regional equal opportunities officers and Group-wide experts on sexual assault are confidential points of contact for all employees. In the event of concerns relating to discrimination, the facts of the case are recorded following contact by the affected persons, legal information is provided and an assessment is performed as to whether discrimination exists within the meaning of the Equal Treatment Act (Gleichbehandlungsgesetz). If the assessment is positive, the case will be processed and discussed with the person concerned, in order to identify possible courses of action and, where appropriate, take the necessary steps.