ÖBB Annual Report 2023

167 Group Management Report Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 122 Strategic field of action – promoting employability: – Piloting of an offer of low-threshold, health-promotion in the form of a health kiosk – Implementation of specific prevention programmes in the form of 5-risk checks – Further development of presence management – Focus year on psychosocial health Strategic field of action – restoring the ability to work: – Professionalise company reintegration Strategic field of action – integration of health management: – Establishment of IT-supported portfolio management – Implementation of Group guidelines for target group-orientated health communication – Management consulting as part of the implementation of measures on the results of the 2024 employee survey with the aim of increasing the work ability index – Coordination and content-related support for the revision of ÖBB32 as a guideline on the health suitability of employees in railway operations and their environment Other significant measures Health, Safety and Security (excerpt) The warning app is being developed further | Technical support for train drivers when “approaching against stop” to reduce signal overruns. Colorectal cancer screening focus in March | Cooperation with TRINICUM Diagnostics with free colorectal cancer screenings for ÖBB employees. Safety First - Safe on Board | De-escalation and safety seminars for train attendants to prepare them for the “worst case scenario”. Use of exo-skeletons | Pilot project to relieve employees at three ÖBB-Technische Services-Gesellschaft mbH locations. G.11. Diversity and equal opportunities Management approach The ÖBB Group is active in a socially diverse mobility market. At the same time, a broad range of professions is covered with over 40,000 employees. This ranges from manual shunting to highly complex financial management. Diversity and equal opportunities are the prerequisites for finding new employees in all these areas and attracting them to ÖBB. At the same time, diversity and equal opportunities strengthen the company’s innovative potential and resilience. ÖBB, therefore, as one of the largest employers in the country, wants to be a role model for equal opportunities for all employees, for the promotion of diversity and inclusion and for work-life balance, thereby appealing to and inspiring people inside and outside the Group. Equal opportunities are a key factor in modern corporate management and a prerequisite for sustainable business success. ÖBB is committed to comprehensive equal opportunities – regardless of language, gender and gender identity, age, sexual orientation, origin or religion. They treat everyone with respect and no discrimination of any kind is tolerated. This is particularly true for people with disabilities, who are targeted not only as customers but also as future employees. Diversity management goes beyond equal opportunities and uses the diversity of employees to the benefit of all stakeholders, consequently making ÖBB more diverse and thus more productive as well as more resilient. The implementation of measures in the area of diversity and equal opportunities is undertaken by the Inclusion & Diversity Solution Centre in alignment with the objectives. The Diversity Charter 2026, which sets out the objectives, is an integral part of the diversity operational strategy. The Equality Policy forms the basis for ensuring equal treatment and equal opportunities for employees. The Charter of Inclusion is a commitment by ÖBB to creating a barrier-free and inclusive working environment. MR122 |