Material Topic: S1 Own Workforce
Material Sub-topics: Working conditions, Equal treatment and opportunities for all, and Other work-related rights.
Our aim is to build and retain a talented and skilled workforce by creating stable jobs and good working conditions, contributing to a Just Transition via upskilling, and actively ensuring equal opportunities for all, and in doing so cultivating an environment of respect and psychological safety to enable all employees to be their full selves.
Relevant SDGs:
SDG targets:
4.4By 2030, substantially increase the number of young people and adults who have relevant skills, including technical and vocational skills, for employment, decent jobs and entrepreneurship
5.1End all forms of discrimination against women and girls everywhere
5.5Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public lifes
8.2Achieve higher levels of economic productivity through diversification, technological upgrading, and innovation, including through a focus on high value added and labor-intensive sectors
8.5By 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 values
10.2By 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
Following the announcement of OMV Group’s Strategy 2030, all Human Resources functions Group-wide were renamed People & Culture (P&C). The aim of this department is to fully support OMV’s Strategy 2030 by prioritizing key aspects that enable us to unlock our organization’s full potential. The new name emphasizes that people and culture are central to achieving our strategy’s targets. Our new P&C Strategy is centered around “People make it happen,” supporting OMV’s transformation. At the core is our purpose, “Re-inventing essentials for sustainable living.” The four strategic drivers are Employee Experience, Growing Talent, Organizational Evolution, and New Ways of Working, all of which are powered by Transformational Leadership Competencies. This ensures employees can thrive and develop skills to meet business demands. Initiatives like the launch of our new OMV Values make a significant contribution to this.
Building and retaining a talented, skilled team for international and integrated growth is vital for our strategy’s success. We are committed to creating an environment where every employee can learn, grow, connect, and collaborate, as well as live a safe and healthy life. OMV contributes to a Just Transition by keeping skills up to date, preparing our employees in the traditional oil and gas business to transition and become future-ready for roles in our low-carbon business. OMV’s core commitments to its employees, detailed in the Code of Conduct, include promoting learning and development and creating an environment for professional and personal aspirations in line with our business needs. Diversity is a strength we actively leverage. We believe that diverse teams are more creative, resourceful, and knowledgeable, generating broader perspectives and ideas. DE&I significantly impact engagement and job satisfaction, which in turn directly contributes to the Group’s profitability and sustainability.