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Results

Employees

We know that it is the combined 22,400 employees of OMV who turn the Group’s strategy into results and success. We are proud of the results we have achieved together. Trust and pride in the organization fuel our employees’ energy and determination to tackle challenges and to focus on innovative solutions to make us even stronger.

OMV’s People Strategy

In 2021, the COVID-19 situation again required considerable additional focus from our organization’s HR function. We continue to build on our strategic priorities to unlock our organization’s full potential and to strengthen the foundation for growth and success:

  • Increase engagement with employees
  • Increase organizational agility
  • Increase focus on diversity and inclusion
  • Ensure OMV remains a great place to work

Highlights of 2021

Our employees once again showed outstanding flexibility and commitment to the Company in this challenging year marked by COVID-19. During the coronavirus pandemic, many new employment-related measures were implemented to protect the health, well-being, and economic situation of our employees. By closely monitoring the constant legislative output, we succeeded in maintaining full labor law compliance while also offering our staff new options to help with their pandemic-induced personal situations and needs. Employees were offered various new solutions (depending on the local jurisdiction) to combine work duties and care obligations more flexibly. All employees were provided the option to work from home where practically and technically feasible.

We developed virtual collaboration programs and remote leadership capabilities to ensure organizational agility and excellence and to make OMV a great place to work during these challenging times. Our new manager training was delivered completely virtually, and a new program called Remote Leadership supported our executives and managers in managing remote teams of employees either working from home or in a different country. OMV’s culture and performance were safeguarded by growing our leaders’ virtual and remote collaboration skills. We developed the Working from Home Guide, which is an online guide containing tips and tricks for improving virtual teams through the use of technology. Learning Collections were provided to assist employees with leadership during times of crisis as well as managing stress and virtual work. Information and advice are regularly provided on all employee-relevant questions. Free psychological support was offered to all employees, enabling them to talk to a professional about coping with the pandemic. Based on the wish expressed by our staff to keep working from home as the “new normal,” a flexible home office policy was introduced in 2021.

In 2020, we introduced an employee engagement strategy whereby we check in with our employees on how they are doing and how they are dealing with the pandemic situation. With the second OMV quick poll launched at the end of 2021, we wanted to further strengthen the culture of listening in our company and gather feedback on diversity, equal opportunities, and an inclusive environment at OMV. The poll’s findings will play an important part in developing our new Group-wide Diversity, Equity, and Inclusion Strategy for 2030.

In 2021, there was a focus on mandatory, legally binding, business-critical, and low-cost learning consisting of e-learning, online learning through our partnership with LinkedIn Learning, and virtual courses/webinars. Leadership training focused on first-time leaders, women in leadership, and managing remote and hybrid teams. Another priority was supporting staff in developing their virtual skills, for example by offering virtual facilitation courses. In terms of business skills, the focus was on sales training and, as before, on graduating new cohorts from our Integrated Graduate Development (IGD) Program.

Number of training participants1,2

 

 

 

 

20213

20204

Austria

5,632

3,662

Romania/Rest of Europe

13,762

10,914

Middle East/Africa

709

769

Rest of the World

784

699

Total

20,887

16,044

Money spent on training per region1

In EUR

 

 

 

20213

20204

Austria

2,672,471

1,512,514

Romania/Rest of Europe

5,094,527

2,477,244

Middle East/Africa

342,242

134,197

Rest of the World

243,485

225,262

Total

8,352,725

4,349,217

1

Excluding conferences and trainings for external employees

2

Number of employees who received at least one training

3

Excluding DUNATÀR Köolajtermék Tároló és Kereskedelmi Kft., SapuraOMV Upstream, DYM Solutions, MTM, Ecoplast and Rosier

4

Excluding Avanti GmbH, Borealis Group, DUNATÀR Köolajtermék Tároló és Kereskedelmi Kft. Gas Connect Austria GmbH, and SapuraOMV Upstream

In 2021, we launched the New Parent Program in Austria focused on equipping future parents with information on parental leave and part-time models, the related long-term financial aspects, and things to consider when returning to work. The program’s target group includes male as well as female employees to encourage more equal distribution of childcare responsibilities.

We are working on new HR strategies and a new HR purpose in line with the Company’s new strategy. Over the past year, the HR teams from OMV Petrom, OMV, and Borealis have collaborated increasingly to share best practices and find a common way forward. Great synergies have been unlocked in recruitment, provider sharing (e.g., LinkedIn digital learning), and training programs on the oil, gas, and chemical industries.

Diversity

During 2021, OMV continued to be strongly committed to delivering its Diversity Strategy. Dedicated diversity targets were established in 2018 as part of our Sustainability Strategy 2025. This enabled us to set clear commitments in this area and measure improvement in the two main focus areas defined: Gender Equality and Internationality. Our focus on diversity is also being actively nurtured throughout the organization today, supported by a range of trainings, activities, and awareness campaigns, including a Diversity & Inclusion Week held in March and built around International Women’s Day. We also continued our series of online events with external guest speakers on relevant diversity topics such as remote leadership, working across cultures, and the intersection of inclusion and technology.

We designed and implemented targeted training programs, such as SHEnergy, a blended-learning program for women at OMV, to support women’s leadership skills. The program focuses on active inclusion skills and also emphasizes the power of mentoring and networking in developing female leaders.

As a result, the percentage of women in the Group is about 27% (2020: 25%). A total of 20.9% (2020: 20.7%; excluding Borealis) of employees in management and executive positions are female.

Employee key figures

At the end of 2021, OMV Group employed 22,434 persons. Compared with 2020, the number of employees decreased by 11.30%.

Employees

 

 

 

 

 

 

20211

2020

Employees by region

 

 

 

Austria

 

5,762

3,938

Rest of Europe

 

15,074

12,539

Middle East & Africa

 

634

587

Rest of the World

 

964

974

Borealis Group

 

7,253

Total number of employees

 

22,434

25,291

 

 

 

 

Diversity

 

 

 

Female

in %

27

25

Male

in %

73

75

Female Executives

in %

152

153

 

 

 

 

Number of nationalities

 

101

1014

1

Regional split available for OMV Group including Borealis as of January 1, 2021

2

Executives include OMV Senior Vice Presidents and OMV Petrom and Borealis Group Board members

3

Excluding Avanti GmbH, Borealis Group, DUNATÀR Köolajtermék Tároló és Kereskedelmi Kft. Gas Connect Austria GmbH, and SapuraOMV Upstream

4

Excluding Avanti GmbH, DUNATÀR Köolajtermék Tároló és Kereskedelmi Kft. Gas Connect Austria GmbH, and SapuraOMV Upstream