ÖBB Annual Report 2023

169 Group Management Report Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 124 Advancement of women Women’s Career Index (in-depth interviews and measures in sub-societies) ÖBB had itself indexed with the “Diversity for Success” women’s career index for the first time in 2021 in order to close the leaky pipeline and ensure good career development for female employees. The indexing of all subgroups led to the identification of topics that were discussed and defined in the joint presentation of results and the subsequent in-depth exploration. These topics included recruiting processes, career development, specific staffing decisions, commitment and flexibility / working hours. The distilled measures were defined and assigned milestones. The implementation of the measures is subject to continuous monitoring. In 2023, all ÖBB subgroups were indexed again, taking into account the results of the last indexation and the effectiveness of the measures taken. This enabled previous developments to be highlighted and potential new recommendations for action to be identified. The existing career development programs were again offered in both analogue (on-site) and digital form and were used more frequently than average. These include coaching for women, the cross-industry cross- mentoring programme and the ÖBB networking events. In the latter, discussions centred on relevant topics such as “finances”, “gender pay gap and pay transparency”, “self-presentation and empowerment” and “women and politics”. One of the highlights was the mobility talk on inclusive mobility and the mobility guarantee, organised in cooperation with the VCÖ. More and more programmes to promote women are also being created in the subgroups, such as “Women @ Train Tech” at ÖBB-Technische Services-Gesellschaft mbH or the first women’s network meeting at Österreichische Postbus Aktiengesellschaft. Compatibility programmes (new compatibility strategy, childcare and “Alles Clara”) An important factor of employer attractiveness is the compatibility of work and private life. ÖBB offers childcare throughout Austria during holidays and on window and national holidays, kindergartens close to the company as well as Nannies4ÖBB-Kids and the RailMap* work-life balance for this purpose. The pilot project with the digital platform for care and support counselling “Alles Clara” was continued to support ÖBB employees in caring for a close relative. In 2023, a new work-life balance strategy was also developed, which is intended in particular to expand the offer for employees in the regions. Parent network meetings were again organised at regular intervals to maintain contact and provide information on relevant/current reconciliation offers, with a focus on topics such as “Children on the Internet” or “Austrian sign language for children”. Diversity Charter 2026 (target-performance comparison) The goals of the Diversity Charter 2026 deal with increasing the proportion of women and the advancement of women (equality plan). In comparison to 2022, the proportion of women in the ÖBB Group as a whole rose to 16.1% in 2023 (+1.0% compared to the previous year), while the proportion of women in management positions rose to 19.1% (+1.1% compared to the previous year). This is also reflected in the proportion of new female employees at the company; the proportion of female external hires (domestically) totalled 25.3% in 2023 (-0.4% compared to the previous year). The proportion of female apprentices fell by 0.3% compared to the previous year to 20.6%. GRI 405-1 Percentage of women for the companies in the Sustainable Finance Framework GRI 2-4 2023 2022 Target 2026 ÖBB-Personenverkehr AG 34.3 32.8 38.9 Rail Cargo Austria AG 36.6 36.1 40.5 Österreichische Postbus Aktiengesellschaft 10.5 9.7 14.4 ÖBB-Technische Services-Gesellschaft mbH 7.9 7.2 10.2 ÖBB-Produktion Gesellschaft mbH 5.6 5.1 7.2 Rail Equipment GmbH & Co KG 30.2 31.0 34.4 MR124 |