Combined Annual Report 2024

Metrics

S1-6 OMV Employees

Employees broken down by gender1

[S1-6.50a] [MDR-M.77a, 77c]

Head count

 

 

 

2024

2023

Male

17,557

14,890

Female

6,000

5,702

Other

–

–

Not reported

–

–

Total

23,557

20,592

1

OMV Petrom investment in May 2024 (Renovatio Asset Management SRL) is excluded – 10 employees

Metrics Definitions and Methodology

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50a] [S1-6.52] [MDR-M.77a, 77c] Employees broken down by gender is calculated based on the total number of employees and split by gender. Total number of employees is calculated as the sum of head count as described in internal regulations and refers to employees, temporary absentees, outgoing expats, and apprentices as at December 31, 2024. Incoming expats and leased personnel are not included in the head count.

Employees1 broken down by regions and countries, and local nationalities

[S1-6.50a] [S1-6.51] [Voluntary]

Head count

 

 

 

 

 

 

 

 

 

 

 

Female

Male

Other

Not reported

Total head count (31.12.2024)

Thereof local nationality2

%

Total head count (31.12.2023)

Thereof local nationality2

%

Austria

 

 

 

 

 

 

 

 

 

 

Austria

1,599

3,808

–

–

5,407

3,991

73.81

5,242

3,911

74.61

Rest of Europe

 

 

 

 

 

 

 

 

 

 

Belgium

238

1,027

–

–

1,265

1,176

92.96

1,331

1,242

93.31

Bulgaria

73

129

–

–

202

201

99.50

65

65

100.00

Croatia

–

1

–

–

1

1

100.00

1

1

100.00

Czech Republic

21

25

–

–

46

43

93.48

43

40

93.02

Denmark

–

1

–

–

1

1

100.00

1

1

100.00

Finland

223

720

–

–

943

910

96.50

953

923

96.85

France

5

13

–

–

18

15

83.33

20

17

85.00

Germany

118

792

–

–

910

792

87.03

883

778

88.11

Hungary

34

59

–

–

93

93

100.00

93

93

100.00

Italy

19

180

–

–

199

163

81.91

193

163

84.46

Moldova

23

21

–

–

44

41

93.18

47

44

93.62

Netherlands

10

107

–

–

117

108

92.31

113

105

92.92

Norway

40

47

–

–

87

69

79.31

83

67

80.72

Poland

2

5

–

–

7

7

100.00

7

7

100.00

Romania

2,855

8,488

–

–

11,343

11,280

99.44

8,448

8,394

99.36

Russia

1

2

–

–

3

3

100.00

15

15

100.00

Serbia

25

22

–

–

47

47

100.00

46

46

100.00

Slovakia

140

46

–

–

186

164

88.17

169

146

86.39

Slovenia

–

1

–

–

1

1

100.00

–

–

0.00

Spain

2

9

–

–

11

8

72.73

9

7

77.78

Sweden

246

740

–

–

986

957

97.06

1,002

973

97.11

Switzerland

5

60

–

–

65

2

3.08

66

2

3.03

Turkey

24

32

–

–

56

56

100.00

55

55

100.00

United Kingdom

20

72

–

–

92

77

83.70

89

76

85.39

Middle East & Africa

 

 

 

 

 

 

 

 

 

 

Iran

–

3

–

–

3

3

100.00

3

3

100.00

Libya

5

24

–

–

29

28

96.55

29

29

100.00

Morocco

–

1

–

–

1

1

100.00

1

1

100.00

South Africa

1

–

–

–

1

1

100.00

1

1

100.00

Tunisia

44

225

–

–

269

267

99.26

277

276

99.64

United Arab Emirates

23

69

–

–

92

1

1.09

26

–

0.00

Yemen

14

230

–

–

244

243

99.59

293

292

99.66

Rest of the world

 

 

 

 

 

 

 

 

 

 

Argentina

–

1

–

–

1

1

100.00

1

1

100.00

Australia

–

–

–

–

–

–

0.00

3

3

100.00

Brazil

50

98

–

–

148

148

100.00

127

127

100.00

Chile

3

2

–

–

5

4

80.00

6

5

83.33

China

1

1

–

–

2

2

100.00

3

3

100.00

Colombia

4

3

–

–

7

7

100.00

5

5

100.00

Malaysia

–

–

–

–

–

–

0.00

241

215

89.21

Mexico

1

3

–

–

4

4

100.00

3

3

100.00

New Zealand

65

173

–

–

238

179

75.21

249

192

77.11

Singapore

1

9

–

–

10

2

20.00

–

–

0.00

South Korea

19

87

–

–

106

87

82.08

102

84

82.35

United States

46

221

–

–

267

246

92.13

248

245

98.79

Total

6,000

17,557

–

–

23,557

21,430

90.97

20,592

18,656

90.60

1

OMV Petrom investment in May 2024 (Renovatio Asset Management SRL) is excluded – 10 employees

2

Employees who are nationals of the country in which they are employed

Metrics Definitions and Methodologies

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50a] [Voluntary] [MDR-M.77a] Employees broken down by regions and countries and local nationalities is calculated based on the total number of employees and gender, countries, regions, and local nationalities split. Total number of employees is calculated as the sum of head count as described in internal regulations and refers to employees, temporary absentees, outgoing expats, and apprentices as at December 31, 2024. Incoming expats and leased personnel are not included in the head count. Local nationality refers to employees whose nationality matches the country in which they are employed.

Employeess1 broken down by gender, region, employment, and contract type

[S1-6.50b-i, b-ii, b-iii] [S1-6.50d] [S1-6.51] [S1-6.52a, 52b] [GRI 2-7] [MDR-M.77a, 77c]

Head count

 

 

 

 

 

 

December 31, 2024

 

Austria

Rest of Europe

Middle East and Africa

Rest of the world

TOTAL

Contract type

 

permanent employees

4,961

16,154

633

770

22,518

thereof female

1,467

3,972

85

183

5,707

thereof male

3,494

12,182

548

587

16,811

thereof other4

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

temporary employees2

446

569

6

18

1,039

thereof female

132

152

2

7

293

thereof male

314

417

4

11

746

thereof other4

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

Employment type

 

 

 

 

 

full-time employees3

4,924

16,186

612

769

22,491

thereof female

1,222

3,967

84

177

5,450

thereof male

3,702

12,219

528

592

17,041

thereof other4

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

part-time employees

483

537

27

19

1,066

thereof female

377

157

3

13

550

thereof male

106

380

24

6

516

thereof other4

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

Employees with non-guaranteed hours

–

–

–

–

–

1

OMV Petrom investment in May 2024 (Renovatio Asset Management SRL) is excluded – 10 employees

2

A temporary contract of employment is of limited duration and terminated by a specific event, such as the end of a project, the return of replaced personnel, etc.

3

In OMV Petrom, employees have the option to reduce their daily working hours to raise a child up to the age of two or three. These employees are reported as full-time.

4

Gender as specified by the employees themselves
Employees broken down by gender, region, employment, and contract type

Head count

 

 

 

 

 

 

December 31, 2023

 

Austria

Rest of Europe

Middle East and Africa

Rest of the world

TOTAL

Contract type

 

permanent employees

4,834

13,394

630

969

19,827

thereof female

1,428

3,695

81

263

5,467

thereof male

3,406

9,699

549

706

14,360

thereof other3

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

temporary employees1

408

338

–

19

765

thereof female

128

98

–

9

235

thereof male

280

240

–

10

530

thereof other3

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

Employment type

 

 

 

 

 

full-time employees2

4,777

13,222

630

969

19,598

thereof female

1,193

3,640

81

257

5,171

thereof male

3,584

9,582

549

712

14,427

thereof other3

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

part-time employees

465

510

–

19

994

thereof female

363

153

–

15

531

thereof male

102

357

–

4

463

thereof other3

–

–

–

–

–

thereof not disclosed

–

–

–

–

–

Employees with non-guaranteed hours

–

–

–

–

–

1

A temporary contract of employment is of limited duration and terminated by a specific event, such as the end of a project, the return of replaced personnel, etc.

2

In OMV Petrom, employees have the option to reduce their daily working hours to raise a child up to the age of two or three. These employees are reported as full-time.

3

Gender as specified by the employees themselves

Metrics Definitions and Methodologies

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50b-i, b-ii, b-iii] [S1-6.50d] [S1-6.51] [S1-6.52a, 52b] [GRI 2-7] [MDR-M.77a, 77c] Employees broken down by gender, region, employment, and contract type is calculated based on the total number of employees in the head count at year-end as described above.

[S1-6.50bi, b-ii, b-iii, AR 56, AR 58] [GRI 2-7] [MDR-M.77a, 77c] At OMV, we use the following definitions for contracts:

  • Permanent contract types are employment agreements that do not have a predetermined end date.
  • Temporary contract types are employment agreements with limited duration and terminated by a specific event, such as the end of a project, the return of replaced personnel, etc.
  • Employees with non-guaranteed hours: not applicable for OMV. OMV only has contracts with defined working hours.

Note: The sum of all permanent and temporary employees, as well as employees with non-guaranteed hours, together will result in the total head count.

  • [S1-6.52a, 52b] [GRI 2-7] [MDR-M.77a, 77c]
  • Employment type: full-time, part-time, non-guaranteed hours.
  • A full-time employee is FTE=1, and performs the defined working hours specified by the country.
  • A part-time employee is FTE<1 and performs fewer than the defined working hours specified by the country.

Note: The sum of full-time and part-time employees together will result in the total head count.

Number of employees who have left and employee turnover rate1

[S1-6.50c] [GRI 401-1] [Voluntary] [MDR-M.77a, 77c]

Head count

 

 

 

 

 

 

2024

 

Austria

Rest of Europe

Middle East and Africa

Rest of the world

TOTAL

Total number of employees who have left2

276

1,071

76

128

1,551

Turnover rate

5.10%

6.40%

11.89%

16.24%

6.58%

Voluntary leavers

106

173

38

57

374

Voluntary attrition rate

1.96%

1.03%

5.95%

7.23%

1.59%

 

 

 

 

 

 

Number of employees who have left by gender

 

 

 

 

 

female

90

296

11

30

427

male

186

775

65

98

1,124

other

–

–

–

–

–

not disclosed

–

–

–

–

–

Number of employees who have left by age group

 

 

 

 

 

Under 30 years old

39

201

–

19

259

Between 30 and 50 years old

144

311

60

79

594

Over 50 years old

93

559

16

30

698

Turnover rate by gender

 

 

 

 

 

female

5.63%

7.18%

12.64%

15.79%

7.12%

male

4.88%

6.15%

11.78%

16.39%

6.40%

other

–

–

–

–

–

not disclosed

–

–

–

–

–

Turnover rate by age group

 

 

 

 

 

Under 30 years old

6.27%

16.86%

0%

32.20%

13.80%

Between 30 and 50 years old

4.15%

4.33%

11.63%

15.90%

5.09%

Over 50 years old

7.09%

6.70%

13.45%

12.93%

6.98%

1

Excluding divestment Sapura (240 Employees)

2

Employees who leave voluntarily, due to dismissal, retirement, or death.

Metrics Definitions and Methodologies

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-6.50c] [MDR-M.77a, 77c] Number of employees who have left (head count) is calculated as leavers during the full year, broken down by age group, gender, and region.

[S1-6.50c] [Voluntary] [MDR-M.77a, 77c] [GRI 401-1] Employee turnover rate figures contain turnover rate and voluntary attrition rate as described below:

  • Turnover rate is calculated as the number of all employees (head count) who left during the respective year divided by the total head count at the end of the year.
  • Voluntary attrition rate is calculated as the number of employees (head count) who left voluntarily during the respective year divided by the total head count at the end of the year.

Note: Figures above for the leavers have been presented in a gender, region, and age range split, both in absolute numbers and percentages.

New hires by region, gender, age, and management level

[GRI 401-1a]

 

2024

 

Austria

Rest of Europe

Middle East and Africa

Rest of the world

Total

 

Head count

%

Head count

%

Head count

%

Head count

%

Head count

%

Total by region

444

9.69

3,973

86.75

20

0.44

143

3.12

4,580

100.00

 

 

 

 

 

 

 

 

 

 

 

Gender

 

 

 

 

 

 

 

 

 

 

Male

312

70.27

3,376

84.97

16

80.00

104

72.73

3,808

83.14

Female

132

29.73

597

77.33

4

20.00

39

27.27

772

16.86

Other

–

 

–

 

–

 

–

 

–

 

Not reported

–

 

–

 

–

 

–

 

–

 

Total

444

100.00

3,973

100.00

20

100.00

143

100.00

4,580

100.00

 

 

 

 

 

 

 

 

 

 

 

Age

 

 

 

 

 

 

 

 

 

 

<30

145

32.66

2,433

61.24

–

0.00

31

21.68

2,609

56.97

30–50

270

60.81

1,486

37.40

20

100

99

69.23

1,875

40.94

>50

29

6.53

54

1.36

–

0.00

13

9.09

96

2.10

Total

444

100.00

3,973

100.00

20

100.00

143

100.00

4,580

100.00

 

 

 

 

 

 

 

 

 

 

 

Level

 

 

 

 

 

 

 

 

 

 

Top management1

3

0.68

–

 

–

 

–

 

3

0.07

Advanced

15

3.38

22

0.55

–

0.00

1

0.70

38

0.83

Core

107

24.10

182

4.58

1

5.00

20

13.99

310

6.77

Primary

129

29.05

291

7.32

7

35.00

27

18.88

454

9.91

Entry

172

38.74

3,265

82.18

11

55.00

78

54.55

3,526

76.99

Not classified

18

4.05

213

5.36

1

5.00

17

11.89

249

5.44

Total

444

100.00

3,973

100.00

20

100.00

143

100.00

4,580

100.00

1

Executives include OMV Senior Vice Presidents, OMV Petrom and Borealis Group Board Members
New hires by region, gender, age, and management level

 

2023

 

Austria

Rest of Europe

Middle East and Africa

Rest of the world

Total

 

Head count

%

Head count

%

Head count

%

Head count

%

Head count

%

Total by region

498

27.05

1,105

60.02

65

3.53

173

9.40

1,841

100.00

 

 

 

 

 

 

 

 

 

 

 

Gender

 

 

 

 

 

 

 

 

 

 

Male

321

64.46

767

69.41

58

89.23

119

68.79

1,265

68.71

Female

177

35.54

338

30.59

7

10.77

54

31.21

576

31.29

Other

–

–

–

–

–

–

–

–

–

–

Not reported

–

–

–

–

–

–

–

–

–

–

Total

498

100.00

1,105

100.00

65

100.00

173

100.00

1,841

100.00

 

 

 

 

 

 

 

 

 

 

 

Age

 

 

 

 

 

 

 

 

 

 

<30

145

29.12

316

28.60

3

4.62

38

21.97

502

27.27

30–50

315

63.25

627

56.74

58

89.23

113

65.32

1,113

60.46

>50

38

7.63

162

14.66

4

6.15

22

12.72

226

12.28

Total

498

100.00

1,105

100.00

65

100.00

173

100.00

1,841

100.00

Metrics Definitions and Methodolog

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[GRI 401-2] [MDR-M.77a] New hires by region: employees (only head count) who started working at the OMV Group in the respective year (2024), expressed both as a total number and as a percentage of the total new hires for that year.

[GRI 401-2] [MDR-M.77a] New hires broken down by gender: employees who started working at OMV in the respective year broken down by gender, expressed both as a total number and as a percentage of the total new hires for that year.

[GRI 401-2] [MDR-M.77a] New hires broken down by age: employees who started working at OMV in the respective year broken down by age, expressed both as a total number and as a percentage of the total new hires for that year.

[GRI 401-2] [MDR-M.77a] New hires broken down by career level: employees who started working at OMV in the respective year broken down by career level.

S1-7 Non-Employee Workers in OMV’s Own Workforce

Non-employees in own workforce data

[S1-7.55a] [MDR-M.77a, 77c]

Number1

 

 

 

December 31, 2024

December 31, 2023

Total number of non-employee workers in own workforce – self-employed workers – leased personnel2

182

191

1

Numbers: Leased personnel are counted as manpower (MP/MP-FTE) and not as head count.

2

Workforce employed through a third-party staffing company and performing regular work duties under OMV management supervision (i.e., get tasks from and report to OMV management). “Leased personnel” have a direct employment relationship with the third-party staffing company, not with OMV.

Metrics Definitions and Methodologies

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-7.55a] [MDR-M.77a, 77c] Number of non-employees in own workforce (self-employed or people provided by agencies primarily engaged in “employment activities” (NACE Code N78)) (as manpower) is calculated as the total number of leased personnel at year-end. Leased personnel are defined as workforce employed through a third-party staffing company and performing regular work duties under OMV management supervision (i.e., receiving tasks from and reporting to OMV management).

S1-8 Collective Bargaining Coverage and Social Dialogue

[S1-8.60a, 60b] 92% of all our employees are covered by collective bargaining agreements. In the EEA, we have more than one collective bargaining agreement.

Collective bargaining and social dialog

[S1-8.60a, 60b, 60c] [S1-8.63a, 63b] [S1 AR 70] [MDR-M.77c]

 

2024

 

Collective bargaining coverage

Social dialogue

Coverage rate

Employees – EEA only
(for countries with >50 employees and representing >10% total employees)

Employees – Non-EEA
(estimate for regions with >50 employees and representing >10% total employees)

Workplace representation – EEA only
(for countries with >50 employees and representing >10% total employees)

0–19%

 

Rest of Europe (0.13%);
Rest of the world (19%)

 

20–39%

 

 

 

40–59%

 

 

 

60–79%

 

 

Romania (79.4%)

80–100%

Austria (100%), Romania (100%)

Middle East & Africa (80%)

Austria (99%)

[S1-8.63b] OMV concluded an agreement on the establishment of a European Works Council with the employee representatives in 2013 and renewed it in 2021. The European Works Council and its Steering Committee meet regularly. Management representatives including members of the Executive Board of OMV Aktiengesellschaft participate upon invitation of the European Works Council.

Metrics Definitions and Methodologies

Metrics Definitions and Methodologies

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-8.60a] [MDR-M.77a, 77c] Percentage of total employees covered by collective bargaining agreements: number of employees covered by collective bargaining agreements/total number of employees (head count) X 100. Employees covered by collective bargaining agreements are those individuals to whom we are obliged to apply the agreement.

[S1-8.60b] [MDR-M.77a, 77c] Percentage of own employees covered by collective bargaining agreements by country with significant employment (in the EEA): number of employees covered by collective bargaining agreements in country (representing > 10% total employees)/total number of employees (head count) from that respective country X 100. OMV reports on whether one or more collective bargaining agreements are relevant, and the percentage of employees covered by such agreements for each country with significant employment according to the above formula.

[S1-8.60c] [MDR-M.77a, 77c] Percentage of own employees covered by collective bargaining agreements by region (non-EEA): percentage of employees covered by collective bargaining agreements by region according to above formula.

[S1-8.63a] [MDR-M.77a; 77c] Global percentage of employees covered by worker representation, reported at the country level for each EEA country in which the undertaking has significant employment. Employees covered by workers representation per country/total headcount per country x100.

[S1-8.60a; 60b] [MDR-M.77a; 77c] Own workforce in regions (non-EEA) covered by collective bargaining and social dialogue agreements broken down by coverage rate and by region: Number of employees from non-EEA by region covered by collective bargaining agreement/total head count by region x 100. Employees covered by collective bargaining agreements are those individuals to whom we are obliged to apply the agreement.

S1-9 Diversity Metrics

Diversity metrics1

[S1-9.66a, 66b] [S1-9 AR 71] [GRI 405-1b] [MDR-M.77c]

 

December 31, 2024

 

Age group

Gender

Total

 

Under 30 years old

Between 30 and 50 years old

Over 50 years old

Female

Male

Other gender

Not reported

 

OMV Supervisory Board2

 

 

 

 

 

 

 

 

Number

–

2

7

3

6

–

–

9

%

0.00

22.22

77.78

33.33

66.67

0

0

100.00

OMV Executive Board

 

 

 

 

 

 

 

 

Head count

–

1

4

1

4

–

–

5

%

0.00

20.00

80.00

20.00

80.00

0

0

100.00

Top Management (Executives)3

 

 

 

 

 

 

 

 

Head count

–

17

30

8

39

–

–

47

%

0.00

36.17

63.83

17.02

82.98

0

0

100.00

Advanced

 

 

 

 

 

 

 

 

Head count

–

505

376

212

669

–

–

881

%

0.00

57.32

42.68

24.06

75.94

0

0

100.00

Core

 

 

 

 

 

 

 

 

Head count

19

2,286

1,140

1,073

2,372

–

–

3,445

%

0.55

66.36

33.09

31.15

68.85

0

0

100.00

Primary

 

 

 

 

 

 

 

 

Head count

290

3,548

1,851

2,105

3,584

–

–

5,689

%

5.10

62.37

32.54

37.00

63.00

0

0

100.00

Entry

 

 

 

 

 

 

 

 

Head count

1,441

4,975

6,349

2,453

10,312

–

–

12,765

%

11.29

38.97

49.74

19.22

80.78

0

0

100.00

Not classified

 

 

 

 

 

 

 

 

Head count

127

345

253

148

577

–

–

725

%

17.52

47.59

34.90

20.41

79.59

0

0

100.00

Diversity in general

 

 

 

 

 

 

 

 

Head count

1,877

11,677

10,003

6,000

17,557

–

–

23,557

%

7.97

49.57

42.46

25.47

74.53

0

0

100.00

1

OMV Petrom investment in May 2024 (Renovatio Asset Management SRL) is excluded – 10 employees

2

Supervisory Board members are not Employees

3

Executives include OMV Senior Vice Presidents, OMV Petrom & Borealis Group Board members

Metrics Definitions and Methodologies

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-9.66a] [MDR-M.77a; 77c] Gender distribution in number and percentage in top management: top management is equivalent to career level executives, which include OMV Senior Vice Presidents, OMV Petrom and Borealis Group Board members/top management, and is then broken down by gender.

[S1-9.66b] [MDR-M.77a; 77c] Diversity in general, broken down by age group (<30, 30–50, and >50): sum of employees per age group/total head count at year end.

[GRI 405-1b] [MDR-M.77a; 77c] Diversity in general, broken down by gender (female/male/other gender/not disclosed) and age group (<30, 30–50, and >50): number of employees (Group)/total head count at year end.

[GRI 405-1b] [MDR-M.77a; 77c] Diversity in general, broken down by career level: number of employees (age group)/total number in career level. Top management = career level executives, which include OMV Senior Vice Presidents, OMV Petrom and Borealis Group Board members.

S1-10 Adequate Wages

[S1-10.69] All of the OMV Groups employees are paid an adequate wage, in line with applicable benchmarks.

S1-11 Social Protection

[S1-11.74] All our employees are covered by social protection against loss of income due to major life events, except the following types of employees for the specified major life events in the countries listed in this table.

Social Protection Metrics

[S1-11.75]

 

 

New Zealand

United Kingdom

Yemen

Head count as of December 31, 2024

 

238

39

244

Sickness

White collar

●

●

 

Blue collar

●

 

 

Executives

●

 

 

Unemployment1

White collar

●

 

●

Blue collar

●

 

●

Executives

●

 

●

Employment injury and acquired disability

White collar

 

●

 

Blue collar

 

 

 

Executives

 

 

 

Parental leave

White collar

 

●

●

Blue collar

 

 

●

Executives

 

 

●

Retirement

White collar

 

●

 

Blue collar

 

 

 

Executives

 

 

 

1

Starting from when the own worker is working for the undertaking

Metrics Definitions and Methodologies

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[MDR-M.77a] [S1-11.74a, 74b, 74c, 74d, 74e] [S1-11.75] All our employees are covered by social protection against loss of income due to major life events, except the mentioned types of employees for the specified major life events in the countries listed in the above table.

S1-12 Persons with Disabilities

[S1-12.77] [S1-12.79] [S1-12.AR 76] Globally, 0.7% of the OMV Group’s employees are individuals with disabilities. The number of employees with disabilities is reported per country subject to local legal legislation. The reported numbers in 2024 form a base year, based on which countries can aim to increase these numbers. Countries without disability legislation are out of scope for employee disability reporting. With our head office based in Austria, the OMV Group legal entities in Austria aim to increase relative to the 2024 baseline +1% of employees with disabilities by 2030. In 2024, the OMV Group legal entities in Austria had an average of 0.9% of employees with disabilities. Furthermore, we measure how employees experience our inclusive accessible workplace via the yearly Pulse Check. In 2024, we received a 64% positive response on this.

Metrics Definitions and Methodology

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-12.79] [MDR-M.77a, 77c] Percentage of employees with disabilities at eligible OMV Group entities dependent on local legislation. This figure excludes contractors and non-employees. The metric was calculated as the number of employees with disabilities/the total number of employees X 100. The counting was done for those countries where a legislative quota regarding persons with disabilities exists, and the sum was calculated at Group level.

S1-13 Training and Skills Development Metrics

Performance and career development, reviews, broken down by employee category, average training hours, and gender

[S1-13.83a, 83b, AR 77] [S1-13 AR 77b] [MDR-M.77a, 77c]

Head count

 

 

 

 

 

 

2024

 

Female

Male

Other gender

Not reported

Total

Percentage of employees that participated in regular performance and career development reviews1

91.53%

86.82%

–

–

88.31%

Total number of training hours for all employees2

158,778

375,064

–

–

533,842

Average number of training hours per employee

27

22

–

–

23

Number of employees trained in health and safety standards within the last year

4,502

12,949

–

–

17,451

Average number of hours of health, safety, and emergency response training for employees

7

9

–

–

8

Average number of training hours by employee category

 

 

 

 

 

Top management (executives)

60

49

–

–

51

Advanced level

41

28

–

–

31

Core level

33

26

–

–

28

Primary level

31

29

–

–

30

Entry level

20

18

–

–

18

Not classified

15

17

–

–

17

Number of participants in training

5,737

15,011

–

–

20,748

Training expenditure (EUR)

3,397,045

7,830,491

–

–

11,227,536

1

Eligible employees for performance reviews (excluding OMV Petrom Blue collars): Performance management not rolled out in Ecoplast, MTM, DYM, Integra, Rialit, Renasci (no performance management in place or non-BIP) and not done for new entries in the currently ongoing cycle – those are excluded from the overall percentages

2

Training Figures: excl. conferences; trainings for OMV Supervisory and Executive Board and external employees excl. OMV Russia Upstream, OMV Orient Upstream; excl. DYM Solutions, Integra, Rialti, Renasci

[S1-13 AR 77a; 77b] OMV reports that there were 15,560 performance and development reviews in the reporting year, with some employees having more than one review. 14,226 employees (91.5% of eligible female employees and 86.8% of eligible male employees) participated in performance and development reviews at least once during the year. These employees represent approximately 88.3% of all employees eligible to receive reviews in the dedicated IT platform. Excluded are office-based employees at OMV Petrom as they do not have access to the platform, and thus are not included in the calculation of this percentage.

Metrics Definitions and Methodology

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-13.83a, AR 77b] [MDR-M.77a, 77c] The percentage of employees that participated in regular performance and career development reviews is calculated by dividing the total number of employees who had at least one evaluation per year by the employees eligible to receive reviews in the dedicated IT platform.

[S1-13.83a, b] [MDR-M.77a, 77c] Average number of training hours by gender (male and female) is calculated as average training hours for female (male) employees: total number of training hours provided to female (male) employees/total number of female (male) employees (head count as of December 31).

[Voluntary] Total number of training hours for all employees is calculated as the total number of training hours provided to employees.

[Voluntary] Number of employees trained in health and safety standards within the last year is calculated as the number of employees who received at least one HSSE training session.

[Voluntary] Average number of hours of health, safety, and emergency response training for employees is calculated as total number of training hours on HSSE provided to employees/total number of employees (head count as of December 31).

[GRI 404-1] [MDR-M.77a, 77c] Average number of training hours per employee is calculated as the total number of training hours provided to employees/total number of employees (head count as of December 31).

[GRI 404-1] [MDR-M.77a, 77c] Average number of training hours by position is calculated as the total number of training hours provided to employees by employee category (career level)/total number of employees per employee category (career level) (head count as of December 31).

[Voluntary] Number of participants in training is calculated as the number of employees who received at least one training session.

[Voluntary] Training expenditure (EUR) is calculated as the total amount of money spent on training (incl. variable and fixed costs).

S1-15 Work-Life Balance Metrics

Percentage of employees entitled to take family-related leave vs. those who took it

[S1-15.93a, 93b] [S1-15.94] [MDR-M.77a, 77c]

In %

 

 

 

2024

Gender

entitled

took

Female

100.00

8.22

Male

98.67

5.29

Other

–

–

Not reported

–

–

Total

99.01

6.05

Metrics Definitions and Methodology

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-15.93a] [MDR-M.77a] Percentage of employees entitled take to family-related leave are employees who are entitled to family-related leave in the head count and as at year-end. The metric was calculated as the total of the entitled head count at year-end/total head count at year-end.

[S1-15.93b] [MDR-M.77a] Percentage of entitled employees who took family-related leave in the respective year > 1 month were considered in the figures and it was calculated as the total head count in the respective year/total entitled head count at year-end.

Both metrics are in Gender split

S1-16 Compensation Metrics (Pay Gap and Total Compensation)

Gender pay gap

[S1-16-98] [S1-16.97a] [MDR-M.77c]

 

Head count at December 31, 2024 / GPG 2024

Country

Top management

Advanced level

Primary level

Core level

Entry level

Not classified

Total

 

HC

Male-female pay gap (%)

HC

Male-female pay gap (%)

HC

Male-female pay gap (%)

HC

Male-female pay gap (%)

HC

Male-female pay gap (%)

HC

Male-female pay gap (%)

HC

Male-female pay gap (%)

Austria

40

13.53

472

12.48

1,625

8.93

1,401

6.96

1,774

4.97

62

24.45

5,374

9.79

Belgium

n.a.

n.a.

79

19.06

333

8.01

241

3.07

583

0.55

29

5.07

1,265

–2.53

Germany

2

n.a.

30

19.06

222

23.38

152

3.46

264

–52.36

235

5.43

905

16.95

Finland

n.a.

n.a.

31

–11.55

224

–1.02

155

0.82

507

2.81

26

–7.04

943

–8.43

Romania1

5

n.a.

109

13.37

2,244

8.63

857

5.89

7,905

0.63

124

20.14

11,244

–16.84

Sweden

n.a.

n.a.

30

12.54

255

2.38

128

3.93

573

5.45

n.a.

n.a.

986

1.93

Total all countries

 

 

 

 

 

 

 

 

 

 

 

 

23,296

1.41

1

OMV Petrom investment in May 2024 (Renovatio Asset Management SRL) is excluded – 10 employees

n.a.

The pay gap will not be published due to data protection concerns if the target group by career level is too small

[S1-16.97a]. Gender pay gap including all employees: 1.41%. [MDR-M.77c] [S1-16.97b, 97c] CEO-to-median employee pay ratio: 76:1 (2023: 78:1).

Metrics Definitions and Methodolog

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[MDR-M.77a; 77c] [S1-16.97a] Gender pay gap: the difference in average pay levels between female and male employees, expressed as a percentage of the average pay level of male employees. For this calculation, the total yearly remuneration per employee (head count only) was taken into consideration. Total yearly remuneration includes the annual base salary, guaranteed allowances, variable allowances, overtime payments, one-time payments, bonuses, the LTIP, and benefits in cash paid out in the respective year. The total yearly remuneration is calculated based on working full-time and for the full year. The hourly rate is calculated by dividing the total yearly remuneration by the yearly actual working hours per employee (if no actual working hours exist, contractual hours were used instead).

[S1-16.97b] [S1-16 AR 101] Ratio of annual total remuneration of the highest-paid individual to the median annual total remuneration for all employees (excluding the highest-paid individual) For this calculation, the total remuneration per employee (head count only) was taken into consideration. Total yearly remuneration is calculated as mentioned above for the gender pay gap metric

[S1-16.98] [MDR-M.77a] Gender pay gap broken down by employee category and ordinary basic salary and complementary/variable components: the breakdown is provided based on employee category and country level.

[S1-16.98] [MDR-M.77a] Gender pay gap broken down by employee category and/or country/segment: the breakdown is provided based on employee category and country level. The following employees are excluded from the calculation of the gender pay gap and the ratio of the annual total remuneration of the highest-paid individual to the median annual total remuneration for all employees:

Employees on unpaid leave for the full respective year

International employees hired from abroad for projects in any of the OMV countries – where they are subject to income tax and/or social security contributions. These employees have an international background, with net salary agreements to achieve consistency and transparency on the salary levels. The local income tax and social security contributions apply according to the work location and are paid by the Company.

[S1-16.AR 100] Base salaries are market-oriented, fair, and tailored to the position and expertise of the employee. OMV encourages equal pay at all career stages, for instance by setting standardized entry-level salaries that are reviewed each year in line with the local market situation.

S1-17 Incidents, Complaints, and Severe Human Rights Impacts

[S1-17.104] [MDR-M.77c] 0 incidents related to child labor (2023: 0)

[S1-17.104] [MDR-M.77c] 0 incidents related to forced labor (2023: 0)

[S1-17.104] [MDR-M.77c] 0 severe human rights cases where undertaking played a role in securing a remedy for those affected

[S1-17.103b] [MDR-M.77c] 0 complaints filed with National Contact Points for OECD Multinational Enterprises

[S1-17.104a] [MDR-M.77c] 0 severe human rights issues and incidents connected to own workforce

[S1-17.104a] [MDR-M.77c] 0 severe human rights issues and incidents connected to own workforce that are cases of non-respect of the UN Guiding Principles and OECD Guidelines for Multinational Enterprises

[S1-17.104b] [MDR-M.77c] 0 material fines, penalties, and compensation for damages for severe human rights issues and incidents connected to own workforce

Metrics Definitions and Methodology

[MDR-M.77b] The measurement of all metrics below (unless otherwise specified) is not validated by an external body other than the assurance provider. [MDR-M.77a] For all the metrics, we collect the figures from assigned subject matter experts within the Group under the assumption they fully understand and comply with the respective data request.

[S1-17.104] [MDR-M.77a, 77c] Number of incidents related to child labor and Number of incidents related to forced labor are based on the figures of severe human rights incidents, which include child labor and forced labor according to the official definitions respectively, and the analysis of supporting information provided to the human rights expert on request in the case of severe human rights incidents.

[S1-17.104] [MDR-M.77a, 77c] Number of severe human rights cases where undertaking played a role in securing a remedy for those affected is based on the figure of severe human rights incidents and the analysis of supporting information provided to the human rights expert on request in the case of severe human rights incidents.

[S1-17.103b] [MDR-M.77a, 77c] Number of complaints filed with National Contact Points for OECD Multinational Enterprises are derived from the cases counted on the basis of information from the Head of Group Sustainability.

[S1-17.104a] [MDR-M.77a, 77c] Number of severe human rights issues and incidents connected to own workforce refers to the count of such incidents reported to local and Group P&C managers. We have defined the severity of human rights incidents based on categories of scale (e.g., forced labor, child labor, human trafficking), scope (significant number of people being affected), and irremediability (difficult or impossible to remediate), while each one of them on their own can also make an impact severe.

[S1-17.104a] [MDR-M.77a, 77c] Number of severe human rights issues and incidents connected to own workforce that are cases of non-respect of the UN Guiding Principles and OECD Guidelines for Multinational Enterprises is a count of reported severe human rights incidents and the analysis of supporting information provided to the human rights expert on request in the case of severe human rights incidents.

Incidents, complaints and severe human rights impacts

[S1-17-103a, 103b, 103c] [S1-17 AR 106] [MDR-M.77c]

 

 

2024

2023

Number of incidents of discrimination

number

31

n.a.

Number of complaints filed through channels for own workforce to raise concerns

number

27

n.a.

Amount of fines, penalties, and compensation for damages for severe human rights incidents connected to own workforce

EUR mn

0

n.a.

Amount of fines, penalties, and compensation for damages as a result of incidents of discrimination, including harassment and complaints filed and a reconciliation of such monetary amounts disclosed, with the most relevant amount presented in the financial statement

EUR mn

0

n.a.

Metrics Definitions and Methodology

[MDR-M.77b] Aside from the assurance provider, the measurement of the metrics is not validated by an external body.

[S1-17.103a] [MDR-M.77a, 77c] Number of incidents of discrimination, including harassment, is calculated as the total reported cases where individuals have been discriminated against or harassed, country-by-country reporting on incidents in 2024.

[S1-17.103b] [MDR-M.77a; 77c] Number of complaints filed through channels for own workforce to raise concerns: country-by-country reporting on incidents in 2024.

[S1-17.103c] [MDR-M.77a, 77c, 77d] Number of fines, penalties, and compensation for damages as a result of incidents of discrimination, including harassment and complaints filed: sum of all paid fines and penalties.

[S1-17.104c] [MDR-M.77a, 77c, 77d] Amount of material fines, penalties, and compensation for damages for severe human rights incidents connected to own workforce: sum of all paid fines.

LTIP
Long-Term Incentive Plan

Topics filter

Results