Diversity, Equity, and Inclusion

Material Topic: Diversity, Equity, and Inclusion

Actively seeking diversity of thought and experience, ensuring equal opportunities for all, and cultivating an environment of respect and psychological safety to enable all employees to be their full selves

Key GRI

• GRI 405: Diversity and Equal Opportunity 2016

NaDiVeG

• Employee and social concerns

Most relevant SDGs

Diversity is an enormous strength that we actively leverage. We strongly believe that diverse teams are more creative, resourceful, and knowledgeable, and that they generate broader perspectives, ideas, and options. Diversity, Equity, and Inclusion (DEI), therefore, have a strong impact on people and teams, improving engagement and job satisfaction and directly contributing to the Group’s profitability and sustainability.

Our DEI Vision states that in order to achieve our transformation, we need to become an organization where our difference(s) are embraced, our diversity of thought and experience should be used as a catalyst for growth and creativity. We will actively remove barriers to provide equitable opportunities for each employee to grow and contribute to the success of our companies. We will build a culture of trust and respect by working together to ensure an inclusive and safe space for everyone to be their whole and authentic self. The OMV Group is therefore expanding its DEI focus to include a broader range of diversity aspects, such as age, nationality, and diversity of ideas. Ultimately, our goal is to encourage and support all forms of diversity in the workforce and create an environment of respect where all employees are valued. This means having an inclusive culture in which the same opportunities and level of psychological safety are in place for all people to feel supported and be successful, regardless of their background (e.g., nationality, gender, age, social, and health).

Specific Policies and Commitments

As stated in our Code of Conduct, employees and job applicants will not be discriminated against because of their age, race, faith or religion, skin color, nationality, ethnic origin, political or other beliefs, gender, sexual orientation, disabilities, or family status. We have also developed a Group-wide People & Culture Ethics Guideline, which gives more details on our clear position regarding non-discrimination in the workplace. In line with this guideline, we aim to provide Group-wide complaint procedures and investigation principles for any misconduct in this regard.

The principle of equal opportunity is strictly observed in recruitment. Furthermore, to encourage gender diversity, our recruitment policy reflects our commitment to promoting equal opportunities; at least one female candidate is included in the shortlist for each position, where possible. Gender is one of the diversity criteria we use when selecting members of the Supervisory Board and the Executive Board. We encourage equal pay at all career stages, for example by setting standardized entry-level salaries that are reviewed each year in line with the local market situation.

Governance

Responsibility for the diversity topic is anchored at the highest level, as the achievement of diversity targets forms part of the ESG targets in the Long-Term Incentive Plan (LTIP) in the Executive Board’s remuneration.

The OMV Group’s People & Culture (P&C) department is responsible for implementing the Group’s Diversity, Equity, and Inclusion strategy. For more information on P&C, see Employees.

A governance team comprising People & Culture, Communications, and sponsors from Board level across the OMV Group was formed in 2022 to work on our DEI strategy and reach the milestones defined in our roadmap. In addition, during DEI workshops, a volunteer team comprising OMV Group employees was formed and onboarded to provide support in achieving our DEI goals. The volunteer team supports our actions by promoting the initiatives within their teams, creating the voice of the DEI community, and increasing visibility.

Management and Due Diligence Processes

We have embedded diversity targets into our people processes such as recruitment, talent and succession planning, learning, and leadership development to ensure female talent is identified and women are supported throughout their career. To strengthen our pipeline of diverse leaders, we have introduced the following measures:

• Providing advanced mentoring for women
• Launching the SHEnergy women’s leadership development program
• Running career aspiration talks across all our divisions in the OMV Group with the goal of giving talented female employees greater visibility and ensuring we better understand their support needs and individual career plans
• Encouraging leaders to create an inclusive working environment by making it part of our leadership competencies and performance evaluation of leaders
• Covering unconscious bias in our leadership programs (in its broadest sense, so not only gender but also generational, people with special needs, background, etc.)
• Offering interview training as part of our new manager training with the goal of teaching behavioral interviewing techniques, such as how to overcome unconscious bias and how to better structure interviews
• Including internationality in the criteria for assessing candidates when recruiting executives

The growing diversity of employees (e.g., gender, generations, and internationality) in leadership positions at OMV confirms the effectiveness of the dialogue and activities underway.

2023 Actions

In 2023, the OMV Group continued its commitment to fostering Diversity, Equity, and Inclusion (DEI) within the organization. Building on the foundation laid in 2022 with the launch of the Group-wide DEI strategy for 2030, the OMV Group took significant steps to further embed these principles in its corporate culture. The following initiatives were carried out in 2023:

• The OMV Group further strengthened its DEI strategy by establishing a governance framework. The structure includes five volunteer-based workstreams, led by employees across OMV, OMV Petrom, and Borealis. These dedicated workstreams focus on gender, generations, parenting/caregiving, people with disabilities, and LGBTQI+ inclusion, thus ensuring holistic representation. Each of these workstreams has clear targets and their progress is reported to the sponsors (EB members) twice a year. The workstreams are supervised by the People & Culture management and are sponsored by Executive Board (EB) members of OMV, OMV Petrom, and Borealis.
• The International Women’s Week featured two impactful events under the theme #EmbraceEquity, highlighting the distinction between equality and equity. The week started with a keynote speech by an external guest speaker, delving into the concepts of self-value and its contribution to the company’s success. Additionally, a virtual gathering with three EB members was organized, fostering dialogue on Embracing Equity in the Workplace and promoting a fair and inclusive work environment.
• The new parent program that was launched in 2021 continued to provide essential support to expecting parents within the OMV Group. By offering workshops covering various aspects of parenthood, including parental leave planning and returning to work, this program helped both male and female expecting parents navigate this period with confidence. Moreover, the OMV Group was awarded the “Family-Friendly Employer” award, which was presented by the Minister for Women, Integration, Family, and Media, Susanne Raab. This acknowledgment reaffirmed the organization’s dedication to promoting work-life balance and accommodating the needs of working parents.
• We developed a roadmap for people with disabilities. The OMV Group was audited by myAbility, an initiative aimed at evaluating and enhancing workplace accessibility and inclusivity. The audit results were used to create a detailed roadmap for the company. In November, teenagers were welcomed from a special needs school, facilitating a valuable exchange that provided insights into the corporate world while promoting inclusivity. For example, the organization’s commitment was further illustrated on December 4, when the OMV Group participated in the International Day of Persons with Disability, hosting a symbolic Purple Light Up event. The panel discussion with external guest speakers focused on the unique perspectives and insights of the world of disability inclusion, shedding light on the possibilities that arise when we embrace diversity in all its forms and what we can do to show our support. Our colleagues from OMV Petrom created a disability brochure that provides a comprehensive introduction to the disability topic that increases the awareness of all our employees. In addition, the Works Council has created a community for colleagues with disabilities and carers of people with a disability to provide practical support and information about benefits and funding options. In doing so, we are fostering awareness, reducing mental barriers toward people with disabilities, and increasing accessibility.
• With regard to LGBTQI+, the OMV Group promoted allyship and solidarity within the organization during the Ally Week in September. A panel discussion opened by the OMV Group’s CFO encouraged open dialogue and understanding among employees, reinforcing the OMV Group’s commitment to inclusivity. Community lunches also occurred several times during the year, where members of the community and allies could meet.
• To enhance communication and knowledge-sharing related to DEI initiatives, the OMV Group created a dedicated DEI SharePoint site. The platform serves as a central hub for employees to access resources, stay informed about ongoing initiatives, and actively participate in fostering an inclusive workplace.

Outlook

Several initiatives that will help achieve the goals set in our People & Culture Strategy 2030 have been planned for 2024. These include:

• Regular reporting on age distribution to identify gaps and foster intergenerational collaboration
• Implementing DEI in our Transformational Leadership program
• Fostering the development of female talent with specific development programs such as SHEnergy, organizing career aspiration talks with board members, and celebrating International Women’s Day with impactful events
• Continuing our family-friendly working culture and increasing the number of information exchange possibilities, while expanding the New Parent program at a Group-wide level
• Embedding our Ethics policy by establishing a centralized grievance process as part of the OMV Group’s Ethics and Integrity Principles
• Continuing working on awareness raising, community building, and promoting events related to the LGBTQI+ stream
• Implementing new measures and actions within the “Disability” workstream based on the results of the audit conducted by external consultants
• Strengthening our DEI volunteering network at a global level by growing our DEI sponsorship and ambassador network
• We are also committed to continuously monitoring gender, age, employee background, seniority, and salary equality to ensure fair treatment and equal opportunities at all career levels. In 2024, we will again assess our gender pay gap across the OMV Group.

Targets 2025

• Increase share of women at management level² Management level: executives and advanced career level to 25%
• Maintain high share of executives with international experience³ International experience: equal to or greater than three years of living and working abroad. Executives are defined as Senior Vice Presidents. at min. 75%

Targets 2030

• Increase share of women at management level to 30%
• Min. 20% female Executive Board members⁴ Members of OMV, OMV Petrom, and Borealis Executive Boards considered (stretch target: 30%)
• Increase share of international management⁵ International is defined as non-Austrian citizens. to 65%
• Maintain share of executives with international experience at min. 75%
• Increase support for employees with special needs at our main locations

Status 2023

• Women at management level: 24.4%
• Female Executive Board members: 26.8%⁶ Data as of December 31, 2023. The data is for the OMV, OMV Petrom and Borealis Executive Boards combined. In February 2023, OMV gained a female board member in Daniela Vlad. Thus, as of the date of publication of this report, the percentage was again 26.8%.
• International management: 59.2%
• Executives with international experience: 71.4%
• Detailed actions for our roadmap until 2030 were implemented, with further initiatives planned for 2024

Most relevant SDGs

SDG targets:
5.1 End all forms of discrimination against women and girls everywhere
5.5 Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life
8.5 By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value
10.2 By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status