Annual Report 2025 – ÖBB-Infrastruktur AG

ÖBB-Infrastruktur Aktiengesellschaft Group Management Report | Consolidated Financial Statements 115 The following section presents the measures and targets for preventing, mitigating and remedying impacts in relation to the key sub-topic of “Equal treatment and equal opportunities.” The measures and targets listed therein are supplemented by the topic of “Work-life balance” listed under the sub-topic “Working conditions.” Target Increase the proportion of women Status Target scope By 2026, the proportion of female employees in the ÖBB-Infrastruktur Group will be increased to at least 11.9%. in implementation phase Methodology The achievement of this target will be monitored using the Women’s Career Index and the Diversity Charta, among other things. The target level for the above-mentioned metrics was determined on the basis of an analysis of the values already collected in previous years and is evaluated at regular intervals. This is performed by management in consultation with the subject matter experts from the relevant departments. In addition to data analysis, common market benchmarks and state-of-the-art methods were also taken into account when determining the target level. Measure Women’s Career Index (FKi) The Women’s Career Index (FKI) forms the basis for measures and initiatives aimed at strengthening the career development of women within the Group. The index reflects metrics that are collected on a recurring basis and thus enables internal and external benchmark comparisons, as well as the evidence-based derivation and implementation of measures to promote women. Data collection, derivation of measures and implementation monitoring are carried out in accordance with an ÖBB process standard. In addition, in- depth interviews are being conducted with a sample of female employees. In one-to-one interviews, needs and the extent of the impact are assessed qualitatively and, where appropriate, translated into specific measures. The figures point to the continued progress of women within the Group. ongoing WiR – Women in Rail The Women in Rail Agreement (WiR) is an agreement between the Community of European Railway and Infrastructure Companies (CER) and the European Transport Workers’ Federation (ETF), which aims to attract more women to the rail sector through a range of measures under the general gender equality policy, and to ensure they receive greater protection and equal treatment in the workplace. Since 2025, the evaluation of the measures and the progress made have been documented in the new Women in Rail Report. ongoing Programmes within the framework of the equal treatment policy Implementation of the Group’s Equal Treatment Policy and the guidelines set out therein, such as programmes to promote women, the advertising of roles, selection criteria and programmes specifically aimed at women. In addition, the following were established in 2025: the INFRA women’s network #sheconnect, the WOMENTOR women’s mentoring programme, cross-company peer support within the Mobility programme, and mandatory training for managers and team coordinators on the topic of “Equal treatment and sexual harassment”. ongoing Measures against violence and harassment in the workplace The primary goal of the ÖBB Group, and therefore also of the ÖBB-Infrastruktur Group is to maintain a high level of trust in the reporting channels among those affected. Measure without specific targets *) Status Material IRO Regional Equality Officers The Regional Equality Officers and Group-wide experts on sexual assault are confidential points of contact for colleagues who feel they have been discriminated against. In complex cases, the Equal Treatment Board provides support. The measures relating to equal treatment therefore enable the Group to intervene quickly and limit discrimination. ongoing S1-A-1 S1-A-9 “We don’t look away!” (Wir schauen hin!) campaign “We don’t look away!” This campaign aims to raise awareness of violence and harassment in the workplace. In addition to raising awareness, knowledge transfer is also crucial. Managers and staff receive information materials both online and through face-to-face training sessions. As part of the campaign, reference is made to the internal contact persons (see Group policy on equal treatment). ongoing S1-A-1 S1-A-9 Further education & training, information materials Mandatory training on “Sexual Harassment in the Workplace”, online training on “Equal Treatment – Rights and Obligations”, workshops for youth representatives, e-learning modules on “Respectful Interaction” and “Sexual Harassment in the Workplace”, a guide on “Sexual Harassment in the Workplace” for managers, those affected and their colleagues, as well as further information materials. Another key focus was on intercultural cooperation and anti-racism. ongoing S1-A-1 S1-A-9 *) No strategic KPIs were defined at ÖBB Group level for this topic in the reporting year, but specific performance, productivity and structural indicators are available at a more detailed level within the Group and are also monitored.