Inadequate application of human rights standards can negatively impact our workforce’s rights. This includes issues such as inaccessible grievance mechanisms, disregard for freedom of association in places where legislation prohibits formal employee representation, and failure to address the economic and social consequences of staff release. Additionally, insufficient identification and resolution of human rights impacts can increase the risks of forced labor, violations of the right to privacy, and human trafficking. For details on our material IROs for S1 Human Rights, see ESRS 2 General Information.
ESRS 2-SBM-3 Interaction of Material IROs with the Strategy and Business Model
OMV’s Strategy 2030 outlines the Company’s plans to transition toward a lower carbon future. The actual and potential human rights material impact on the Company’s workforce is linked to our business model and our strategic plans, which can only be implemented safely and sustainably through its people. People & Culture and HSSE Strategies are crucial for achieving OMV’s Purpose and Strategy. OMV continually strives to mitigate negative human rights impacts on its workforce. Recognizing the high safety risks of its industry, OMV fosters a culture of human rights principles. The Company aims to build an adaptable, innovative, and resilient organization with modern structures, lean processes, and digital solutions suited to a low-carbon and renewable future. All people in our own workforce who could be materially impacted by OMV are included in the scope of its disclosure under ESRS 2. All OMV employees and non-employees (e.g., leased personnel) relevant to the human rights material topic are detailed in the Own Workforce section. To carry out its business activities, OMV directly employs specialized staff and, when necessary, utilizes leased personnel (e.g., consultants), classified as non-employees under ESRS S1.
The negative impact, widely identified, was within limited groups of employees such as those in complex shift patterns at refineries or other operations, and in jurisdictions where formal employee representation is legally prohibited. Isolated events that impact a specific location or operation were identified in the reporting period (e.g., isolated events can be triggered by the lack of a centralized grievance channel, inadequate protection of personal data, inappropriate accommodation, a lack of access to privacy). OMV has operations (e.g., production of ethylene and propylene, oil and gas exploration and production, refining) in the following regions where weak enforcement of labor laws leads to a heightened risk of forced labor: Middle East, Eastern Europe, North Africa, Asia, South Africa, and the Americas. OMV has operations (e.g., oil and gas exploration and production, chemical-related activities) in the following regions where weak enforcement of labor laws leads to a heightened risk of child labor: Middle East, North Africa, Asia, and Latin America.