Annual Report 2025 – ÖBB-Infrastruktur AG

ÖBB-Infrastruktur Aktiengesellschaft Group Management Report | Consolidated Financial Statements 116 Diversity, employment and inclusion of people with disabilities The Group-wide “Inclusion & Diversity” Solution Centre makes individual measures from the Inclusion Action Plan available across the Group. Target Increase the proportion of employees with registered disabilities (Degree of disability of ≥ 50%) Status Target scope The aim is to meet at least the statutory quota of 4% of employees with a degree of disability of ≥ 50% within the ÖBB-Infrastruktur Group. Progress towards these targets is assessed on a quarterly basis and presented to the senior management of ÖBB- Infrastruktur AG in a Group-wide diversity report, with a view to further improving the measures in place. in implementation phase Methodology The target level for the above key figure was determined by management in consultation with the experts responsible for the specialist areas on the basis of an analysis of the values already collected in previous years and is evaluated at regular intervals. In addition to data analysis, common market benchmarks and legal requirements were also taken into account when determining the target level. Measure Cooperation Cooperation with companies and job platforms for people with disabilities, such as NEBA Betriebsservice, to support the recruitment of people with disabilities. Networking activities for people with disabilities and chronic illnesses with the aim of providing people with disabilities with a safe space for questions and concerns and promoting exchange and knowledge transfer ongoing Campaigns, action days and events With the internal knowledge, qualification and communication campaign “You are our potential”, we aim to raise awareness of the issue of disabilities and remove the taboo surrounding it. Action days, events: In addition, regular action days and events are held to raise awareness among passengers, employees and managers. ongoing Inclusive site visits In 2025, the app was tested for inclusive site inspections, and findings and measures were identified. ongoing Qualification standards and offerings Ongoing development of training programmes and tools to create an inclusive and respectful working environment (information guides or networking initiatives) and advising subgroup companies on empowering managers, employees and relevant target groups (e.g. employees with customer contact, apprentices, recruiters, communication and specialist training etc.). ongoing Training and skills development In human resources development, activities continue to focus on the targeted development of skills among employees and managers. Attention is paid to target group-specific and needs-based training programmes. Subject-specific further training courses offer the opportunity to apply the knowledge gained in day-to-day work. The Group-wide education and training programmes are coordinated by ÖBB-Business Competence Center GmbH, while rail-specific education and training programmes are managed by ÖBB-Infrastruktur AG. In line with the ongoing digitalisation of the education sector and the promotion of self-directed learning, ÖBB is increasingly focusing on digital and hybrid learning formats and the use of artificial intelligence (e.g. content creation). The training courses focus on the targeted development of skills and the maintenance of employability for all staff members. IT systems are evolving from “learning management” to “learning experience”.