S1-5 Targets related to Own Workforce

[MDR-T-80a] OMV is committed to increasing the share of women at management level to ensure equal employment opportunities, as stated in the P&C Ethics Policy. This target is derived from OMV’s DE&I vision and supports OMV’s objective of ensuring fair treatment and equal opportunities for all employees, maintaining zero tolerance for discrimination and fostering gender balance.

[MDR-T-80f] Management is defined as OMV Grade 15 and higher levels, and Borealis Grade 14 and higher levels, moving toward the EU Directive on improving gender balance on corporate boards (2022/2381). [MDR-T-80h] This target was developed during internal consultations by the P&C department. It was then presented for review to the Executive Board, DE&I sponsors of OMV, Group Sustainability, and other relevant corporate and business functions within OMV, OMV Petrom, and Borealis. The OMV Executive Board subsequently approved the target. [MDR-T-80i] It focuses on advancing the positive impacts concerning equal opportunities for all in OMV’s culture through gender balance in management. There were no changes made to the target and related metrics during the reporting year.

[MDR-T-80a] OMV is committed to increasing the number of female members on the Executive Boards of OMV, OMV Petrom, and Borealis. In our P&C Ethics Policy, we commit ourselves to ensuring equal employment opportunities without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital or family status, political or other belief, citizenship, national origin, genetic information, or any other characteristic protected by law. OMV prohibits any such discrimination or harassment.

[MDR-T-80f] The methodology is based on the EU Directive on improving gender balance on corporate boards (2022/2381) and is aimed at moving towards compliance with this directive. [MDR-T-80h] This target was developed during internal consultations by the P&C department. It was then presented for review to the Executive Board, DE&I sponsors of OMV, Group Sustainability, and other relevant corporate and business functions within OMV, OMV Petrom, and Borealis. The OMV Executive Board subsequently approved the target. [MDR-T-80i] The target focuses on advancing the positive impacts concerning equal opportunities for all in the OMV culture through gender balance in management. There were no changes to the target and metrics during the reporting year.

[MDR-T-80a] OMV is devoted to increasing the share of executives with international experience. In our P&C Ethics Policy, we commit ourselves to ensuring equal employment opportunities without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital or family status, political or other belief, citizenship, national origin, genetic information, or any other characteristic protected by law. OMV prohibits any such discrimination or harassment.

[MDR-T-80f] The methodology is based on the EU Directive on improving gender balance on corporate boards (2022/2381) and is aimed at moving towards compliance with this directive. This target applies to Executives, defined as OMV Senior Vice Presidents, OMV Petrom and Borealis Executive Board members. International experience is defined as a minimum of 3 years of work experience in countries of which a person does not hold a citizenship. [MDR-T-80h] This target was developed during internal consultations by the P&C department. It was then presented for review to the Executive Board, DE&I sponsors of OMV, Group Sustainability, and other relevant corporate and business functions within OMV, OMV Petrom, and Borealis. The OMV Executive Board subsequently approved the target. [MDR-T-80i] It focuses on both reducing negative impacts and enhancing positive impacts on OMV culture through international management. There were no changes to the target and metrics during the reporting year.

[MDR-T-80a] OMV is devoted to increasing the share of non-Austrian citizens at management level. In our P&C Ethics Policy, we commit ourselves to ensuring equal employment opportunities without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital or family status, political or other belief, citizenship, national origin, genetic information, or any other characteristic protected by law. OMV prohibits any such discrimination or harassment.

[MDR-T-80f] This target applies to all management, defined as OMV Grade 15 and higher levels, and Borealis Grade 14 and higher levels. [MDR-T-80h] This target was developed during internal consultations by the P&C department. It was then presented for review to the Executive Board, DE&I sponsors of OMV, Group Sustainability, and other relevant corporate and business functions within OMV, OMV Petrom, and Borealis. The OMV Executive Board subsequently approved the target. [MDR-T-80i] It focuses on both reducing negative impacts and enhancing positive impacts on OMV culture through international management. There were no changes to the target and metrics during the reporting year.

[MDR-T-80a] OMV is devoted to building an inclusive, accessible work environment that enables people with disabilities to work for OMV. In our P&C Ethics Policy, we commit ourselves to ensuring equal employment opportunities without discrimination or harassment on the basis of disability. OMV prohibits any such discrimination or harassment.

[MDR-T-80f] The significant assumptions used in defining the target include the following: countries have varying disability legislation, definitions, and directives on employment law (e.g., minimum percentage of employees), and in some cases, there is no legislation at all. Not all assets of legal entities have sufficient safe job opportunities available for employees with disabilities, and therefore, the OMV Group cannot achieve 100% compliance across all entities. Only OMV Group entities with sufficient safe job opportunities within countries that have disability legislation are eligible. [MDR-T-80h] This target was developed during internal consultations by the P&C department. It was then presented for review to the Executive Board, DE&I sponsors of OMV, Group Sustainability, and other relevant corporate and business functions within OMV, OMV Petrom, and Borealis. The OMV Executive Board subsequently approved the target. [MDR-T-80i] It focuses on reducing negative impacts on our own workforce related to an accessible and inclusive work environment. The target was updated during the reporting period to address material impacts and risks related to an accessible and inclusive work environment by extending the time horizon and specifying the particular geographical scope.

[MDR-T-80a] OMV is committed to contributing to a Just Transition for our employees, and to addressing the social and economic effects of the transition on an environmentally sustainable economy. The target aims to both reducing negative impacts and enhancing the positive impacts for own employees with no changes to the target and metrics during the reporting year.

[MDR-T-80f] Increasing employees’ learning hours will sufficiently support the necessary skills development. An increase in the number of learning hours is required to meet the need for mandatory/HSSE training and to guarantee the necessary upskilling and reskilling. Based on a comparison with industry peers and the assumption that an annual increase of 3-4 hours on average per year is realistic and manageable, we defined the target of 30 hours. The metric used is the total number of training hours provided to employees divided by the total number of employees (head count as of December 31). [MDR-T-80h] This target was developed during internal consultations by the P&C department. It was then presented for review to the Executive Board, DE&I sponsors of OMV, Group Sustainability, and other relevant corporate and business functions within OMV, OMV Petrom, and Borealis. The OMV Executive Board subsequently approved the target. [MDR-T-80i] It focuses on the negative impact on our own workforce related to reskilling and attraction of talent and trained staff. No changes were made to this target in the reporting year.