Female scientist (photo)


Building and retaining a talented and competent team for international and integrated growth is a key factor in the success of the Group’s strategy. We are committed to creating an environment in which every employee can learn, grow, connect, and collaborate as well as live a safe and healthy life. Within the material topic Employees, we focus on talent attraction and retention, skill development and training, diversity and inclusion, and upholding labor rights, all of which successfully enables us to be an employer of choice.

In 2020, the COVID-19 situation required considerable additional focus from our function. During the COVID-19 pandemic, many employment-related measures were newly implemented not only to protect the health, well-being, and economic situation of our employees, but also to ensure that we foster a supportive culture throughout the year.

COVID-19 Management

The COVID-19 situation required considerable additional effort from the Group’s HR function. During the COVID-19 pandemic, many employment-related measures were newly implemented to protect the health, well-being, and economic situation of our employees. By closely monitoring the immense legislative output, we succeeded in maintaining full labor law compliance while also offering our staff new options to help with their pandemic-induced personal situations and needs. Employees were granted various new solutions (depending on the local jurisdiction) to more flexibly combine work duties and care obligations. Work from home was made available to all employees where practically and technically feasible. The Working From Home Guide was created. This is a virtual guide containing tips and tricks to for improving virtual teaming use of technology. Learning Collections were provided to support employees in leading during times of crisis and managing stress and virtual working. Information and advice on all employee-relevant questions are regularly provided. Reliable internal processes mirroring new administrative processes were promptly implemented. Free psychological support was offered to all employees, in which they could talk to a professional about coping with the pandemic. Due to the extensive organizational efforts and the outstanding flexibility of our employees, we were able to avoid measures like short-time work or redundancies.

Especially last year, we needed to ensure we engaged with our employees. We therefore launched a continuous listening strategy, which is focused on improving how our organization listens to our employees for their feedback as well as their input and ideas (e.g., through quick polls, Q&A, and listening circles).

Highlighted here is our quick poll on the coronavirus and its challenges. This quick poll resulted in a response rate of 47%, which is a higher response rate than in our previous surveys.

  • Most respondents (77%) reported they were doing ok or were completely fine and were satisfied with the support they received from the Company’s measures, leadership, and working virtually from home.
  • Of the respondents who were struggling (6%) most were not working in virtual teams and were impacted by school restrictions.
  • To investigate further, listening circles (virtual group discussions) have been organized to explore further support.
  • Additional measures that were put in place were a Working From Home Guide on how to improve virtual teaming and Learning Collections to provide online learning that offered employees support on how to lead during times of crisis, manage stress, virtual working etc.

Overall, it was important for us last year to increase our employee engagement. This was achieved as shown in the Net Promoter Score of 8.50 reported, which was almost 1 point higher than in our previous engagement surveys. We continued to make “remaining a great place to work” our strategic priority: after all, 9 out of 10 employees recommend OMV as a workplace.

SDG targets: 3.4 By 2030, reduce by one-third premature mortality from non-communicable diseases through prevention and treatment and promote mental health and well-being; 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

Other Highlights in the Past Year Included:

Increasing Organizational Agility

Continuing our Digital Journey, last year we focused on shifting development toward more global and virtual programs that are easily accessible and can be facilitated in-house. By switching to virtual and online training, we were able to continue these despite the COVID-19 restrictions. At the end of the year, we are proud to report that we were able to keep the participation rate as high as in the previous year.

Increased Focus on Diversity and Inclusion

We introduced several global initiatives as part of our ongoing commitment to gender diversity at OMV. To highlight two: Firstly, we launched a new women’s leadership program, SHEnergy, focused on the personal advancement and leadership development of current and future female leaders. Secondly, we held Career Aspiration Talks to make our women more visible and in doing so to also strengthen our pipeline of future female leaders. These individual talks with a panel of senior managers and HR help us learn about our female employees’ career aspirations so that we in turn can support them by providing development opportunities and job recommendations.

Ensuring OMV Remains a Great Place to Work

OMV and Borealis have joined forces and will continue to grow stronger together. A larger business means a broader range of professional development opportunities are available. We focus on strategic talent exchanges between both companies, secondments and international assignments for critical projects and/or personal growth, and cross-divisional transfers for continuous career development. These measures enable us to create a more diverse and inclusive workforce across the entire Group while increasing knowledge-sharing potential.

Our second strategic investment, SapuraOMV, is also providing career opportunities. We are proud of our partnership with SapuraOMV and our ability to offer assignments to OMV employees at SapuraOMV and to SapuraOMV employees at OMV. This allows us to continue to strengthen our employees’ experiences and skillsets and to apply their learning upon return from assignment.

Human Resources