ÖBB Annual Report 2023

183 Group Management Report Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 138 October 2022 also saw the final centralisation of the entire recruitment process at ÖBB-Business Competence Center GmbH. This measure helps to meet the challenges posed by generational change within the Group and enables a powerful and focused response to labour market challenges. An essential part of not only managing these feats of strength, but also making them sustainable, is the use of defined standards in recruiting. The introduction of defined recruiting standards plays a key role: they ensure an efficient, professional application process and guarantee equal treatment and compliance with all standards and regulations. In addition, the promotion of women in the application process is emphasised in order to increase diversity and improve the quality of staffing, which in turn should reduce or counteract early turnover. ÖBB attaches particular importance to training its recruiters to improve the quality of the recruitment process. Employees who left the ÖBB Group / rate of departures in per cent 1) 2023 2022 GRI 401-1 Woman Man Diverse Woman Man Diverse Employees 2) 4,398 / 9.8 3,983 / 9.0 Employees 336 / 8.8 514 / 5.7 0 / 0.0 290 / 8.6 451 / 5.5 0 / 0.0 Workers 178 / 13.5 1,135 / 10.4 0 / 0.0 164 / 14.0 990 / 9.7 0 / 0.0 Employees with tenured position 44 / 7.4 1,541 / 12.0 0 / 0.0 38 / 6.0 1,478 / 10.3 0 / 0.0 Apprentices 20 / 5.7 80 / 5.3 0 / 0.0 26 / 8.0 82 / 5.7 0 / 0.0 Employees – national 3,848 / 9.5 3,519 / 8.9 Employees 126 / 13.3 200 / 12.6 0 / 0.0 111 / 13.6 156 / 11.4 0 / 0.0 Workers 58 / 16.5 395 / 11.2 0 / 0.0 55 / 16.1 338 / 9.9 0 / 0.0 Employees with tenured position 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 Apprentices 20 / 5.7 80 / 5.3 0 / 0.0 26 / 8.0 82 / 5.7 0 / 0.0 Employees - national under 30 years of age 879 / 10.6 768 / 10.0 Employees 153 / 6.6 230 / 3.8 0 / 0.0 137 / 6.7 210 / 3.8 0 / 0.0 Workers 84 / 13.2 470 / 8.4 0 / 0.0 66 / 11.7 437 / 8.5 0 / 0.0 Employees with tenured position 1 / 2.2 7 / 0.8 0 / 0.0 0 / 0.0 13 / 0.9 0 / 0.0 Apprentices 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 Employees - national between 30 and 50 years of age 945 / 6.1 863 / 5.9 Employees 57 / 10.6 84 / 5.7 0 / 0.0 42 / 8.1 85 / 6.4 0 / 0.0 Workers 36 / 10.9 270 / 14.9 0 / 0.0 43 / 16.0 215 / 12.8 0 / 0.0 Employees with tenured position 43 / 7.8 1,534 / 12.8 0 / 0.0 38 / 6.9 1,465 / 11.2 0 / 0.0 Apprentices 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 0 / 0.0 Employees – national over 50 years of age 2,024 / 12.1 1,888 / 10.9 1) The rate of departures was calculated on the basis of the data as at 31.12: Number of employees who left the ÖBB Group divided by the number of employees by employment contract * 100. 2) ÖBB-Group total (domestic and abroad) Collective tariff agreements The percentage of employees in Austria and abroad who are covered by collective labour agreements is 67% (py: 62%). This low percentage is largely explainable by the historical situation in terms of employment law. Admissions from 2005 onwards are 99% subject to collective agreements. GRI 2-30 Appraisal interview (MAG) Approx. 36.9% of domestic employees had the option of a MAG in 2023, with an implementation rate of approx. 86.4%. GRI 404-3 MR138 |