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Women’s Advancement and Diversity Concept

Diversity is an enormous strength that OMV actively builds on now, and in the future. Consequently, OMV strives to continuously develop new initiatives and measures that promote diversity and equal opportunities. OMV is committed to its Group diversity strategy focusing on gender and internationality. As a company active in an industry with a strong technical focus, it is particularly challenging for OMV to achieve a satisfactory gender balance in all fields of business activity. OMV is committed to supporting women’s advancement to managerial positions. The strategic objective is to achieve the best diversity mix at the senior management level. The aim is to increase the proportion of women in management roles, from 20,9%*Advanced & Executive Level currently to 25% by 2025, through a number of initiatives such as mentoring, succession planning, specific trainings, as well as initiatives to promote a healthy work/life balance.

The proportion of women in the Group as a whole is 27% (2020: 25%), 20,9%*Advanced & Executive Level of whom are in management and executive positions. In OMV’s leadership development programs, the proportion of women was 49% in 2021 (2020: 42%). In OMV’s Upstream integrated graduate development program for technical skill pools, the proportion of women was 31% in 2021 (2020: 31%). The topic of diversity has been incorporated into all Leadership Development programs and embedded into the OMV People Strategy.

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.

We also held Career Aspiration Talks to make women at OMV more visible and in doing so to also strengthen our pipeline of future female leaders.

In 2021, we launched the “New Parent Program” in Austria focused on equipping future new 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.

In March 2021, we hosted a Diversity & Inclusion Week built around International Women’s Day to create awareness and support the topic.

OMV promotes talents from different backgrounds, thus ensuring the best mix in diverse teams. OMV especially supports the recruitment and development of women in technical positions.

By using gender-neutral language in OMV’s job advertisements and publishing all job advertisements internally, together with the constant monitoring of equality with regard to gender, age, employee background, seniority as well as salaries, OMV is ensuring fair treatment and contributing to equal opportunities among men and women at all career stages.

Female employees initiated a Diversity Network to raise awareness of diversity topics and to boost the careers of women in technical fields through a collaboration site and joint activities.

OMV’s Head Office in Vienna has two company kindergartens attended by children of OMV employees.

The Executive Board and Supervisory Board consider the described measures and programs to foster the diversity of the workforce as a key factor in strengthening the diversity of the internal pool of Executive Board succession candidates. The Presidential and Nomination Committee concerns itself at least once a year with the identification and development of high-potential employees. In addition to internal succession planning, the Supervisory Board also makes use of external recruitments in order to best fill open Executive Board positions. When selecting Executive Board members – be it internally or externally – special attention is given to balance gender, age, and international experience in addition to professional skills.

Since Elena Skvortsova joined on June 15, 2020, there is one woman on the Executive Board of OMV. The Executive Board members of OMV Aktiengesellschaft are between 51 and 59 years old, are from three different nationalities, and have acquired extensive international management experience.

Since 2019, has had a legal mandate to propose candidates for the Supervisory Boards of its shareholdings. The ÖBAG management proposal is subject to approval by the ÖBAG presidium, after submission of the proposal by the Supervisory Board of OMV Aktiengesellschaft and before the election by the Annual General Meeting of OMV AG takes place. The selection of candidates is based on various criteria, particularly the candidates’ professional skills, personal integrity, independence, and impartiality. In addition, diversity aspects such as the representation of both genders, a balanced age distribution, and internationality of members is taken into consideration.

At the end of 2021, the Supervisory Board of OMV included seven women, corresponding to a share of 47%. In line with the strategic orientation of the Company, particular focus will be given to further strengthening industry-specific expertise and the internationality of Supervisory Board members. With members aged between 41 and 69 years, the Supervisory Board’s age structure is balanced.

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