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OMV
OMV Group www.omv.com Austria www.omv.at Bulgaria www.omv.bg Czech Rep. www.omv.cz Germany www.omv.de Hungary www.omv.hu New Zealand www.omv.nz Norway www.omv.no Romania www.omv.ro Russia www.omv.ru Serbia www.omv.co.rs Slovakia www.omv.sk Slovenia www.omv.si Tunisia www.omv.tn Turkey www.omv.com.tr UAE www.omv.ae
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OMV Gas www.omv-gas.com Austria www.omv-gas.at Belgium www.omv-gas.be Germany www.omv-gas.de Hungary www.omv-gas.hu Netherlands www.omv-gas.nl
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OMV Petrom www.omvpetrom.com Petrom Romania www.petrom.ro Petrom Moldova www.petrom.md
Borealis
Borealis Group www.borealisgroup.com
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Do you want to be part of a diverse team?

Our aim is to create an inclusive work environment and culture, where people from all backgrounds can contribute and flourish. We consider diversity in our people essential in order to achieve our growth and sustainability objectives and to drive our business performance.

In our global organization, cultural diversity infuses our spirit. We collaborate with colleagues and partners across borders; being open-minded and understanding is a key element of our corporate culture. We actively look for employees who are flexible, mobile and keen to experience new cultures. 

 
Considering the fact that we operate in an industry with a strong technical focus, it is particularly challenging for OMV to achieve a balanced gender ratio in all areas of business activity. The proportion of women in the Group as a whole amounts to 26%.

Internationality, another focus of our diversity strategy, is integrated into the recruitment process by highlighting the advantage of recruiting candidates with professional international experience. Our diversity targets are also embedded in succession planning, with a preference for female candidates when identifying top talent. 

We support women in technical training at the early pre-professional stage. The proportion of women in OMV’s Upstream graduate development program for technical skill pools was 27% in 2019. To get young people interested in technical professions, we organize activities in kindergartens and schools, such as the Girls’ Day.

OMV has committed itself to supporting the advancement of women in management positions. The strategic objective is to achieve the best diversity mix at management level. By 2025, we aim to increase the proportion of women in management positions from 19.6% to 25%. To achieve this goal, we have anchored diversity in leadership expectations and in all leadership initiatives. In OMV’s leadership development programs, the proportion of women was 26% in 2019. Our development activities include, for example, mentoring for female leaders and specific trainings on unconscious bias and decision-making. Gender is one of the diversity criteria we apply when selecting members of the Supervisory Board and of the Executive Board.

By continuing to promote STEM subjects in both schools and universities, we are encouraging girls and young women to become interested in technical topics and thus support their development towards technical careers. These initiatives, linking our diversity and sustainability strategies, build our long-term pipeline of diverse talent at OMV. (Learn more about the sustainability strategy here).

We believe that we can only evolve our corporate culture and thrive as a business with a strong diverse mix of employees and by ensuring a healthy work environment and work-life balance.