Equality, diversity and inclusion

STRABAG employs around 89,000 people from 159 nations representing every generation, various religions and world views, and having different genders, sexual orientations and gender identities.

Dimensions of diversity

STRABAG utilises and actively promotes diversity as a source of strength. The more diverse a team, the more diverse its perspectives and experiences. Diversity is a key advantage enabling our teams to find more innovative solutions to the construction industry’s most pressing challenges.

The promotion of equality, diversity and inclusion (EDI) ensures a safe and respectful working environment in which all employees can realise their full potential and contribute their best to the company’s success. In this respect, STRABAG focuses on three dimensions of diversity:

EDI Strategy 2030

The STRABAG Management Board adopted its first EDI strategy in 2023. The strategy defines three clear objectives, which were also communicated to employees and published on the company’s website. The goals of the EDI Strategy 2030 are:

• Annual increase of 6% in the proportion of women in management
• Gender pay gap of 0
• Mandatory leadership training on equality, diversity and inclusion

A Group-wide EDI Coordinator has been positioned within the central division BRVZ (P&C Development) with responsibility for the implementation and continuous development of the EDI strategy and objectives. An interdisciplinary EDI project team, including a member of the Management Board, meets several times a year to jointly discuss further impulses and measures and to initiate them at the Management Board level. As part of this collaboration, the EDI project team has developed objectives.

In 2025, mandatory e-learning on equality, diversity and inclusion was rolled out for all leadership employees in ten languages. In December 2025, a mandatory German-language e-learning programme was also introduced for all employees without leadership responsibility. Translation and rollout in a further 14 languages is planned for 2026.

During the reporting year, the partnership with myAbility was continued in order to promote the inclusion of people with disabilities. A key component of this collaboration is the myAbility job platform, which specifically connects people with disabilities with suitable job openings. The service, which is currently available in Germany and Austria, facilitates access to career opportunities. The partnership helps to reduce barriers and create more inclusive working conditions.

Diversity concept

There are currently no women on the Management Board of STRABAG SE. As of 31 December 2025, the members of the Management Board were between 48 and 61 years of age and came from Germany, Austria and Hungary. Each has many years of management experience in different areas and countries of the Group.

At the end of 2025, the eleven-person STRABAG SE Supervisory Board comprised four female members: Kerstin Gelbmann, Gabriele Schallegger, Valerie Hackl and Magdolna P. Gyulainé. Women thus accounted for 36% of all Supervisory Board members at the reporting date. The members of the Supervisory Board represent three nations and were between 43 and 69 years old on the reporting date.

Several mechanisms govern appointments to the Supervisory Board:

• The registered shares no. 1 and no. 2 are each associated with the right to nominate one person to the Supervisory Board of STRABAG SE. Council Implementing Regulation (EU) 2022/581 of 8 April 2022 implementing Regulation (EU) 269/2014 of 17 March 2014 added Oleg Deripaska to the EU sanctions list. As Oleg Deripaska controlled MKAO “Rasperia Trading Limited” at the time he was sanctioned, and MKAO “Rasperia Trading Limited” itself was sanctioned by the Council of the European Union through Implementing Regulation (EU) 2024/1842 on 28 June 2024, its rights as a holder of registered share no. 2 are currently suspended.
• Five members are elected per vote by the Annual General Meeting. They are usually proposed by shareholders’ representatives to the Supervisory Board, which in turn passes a draft resolution to the Annual General Meeting.
• The employee representatives appoint to the Supervisory Board a number of employee members corresponding to the number of shareholder representatives.
• On 31 December 2025, the Supervisory Board consisted of six shareholder representatives and five employee representatives.

The Supervisory Board is responsible for appointments to the Management Board. The Supervisory Board’s Presidential and Nomination Committee makes proposals for filling vacant seats on the Management Board and deals with issues relating to successor planning. It submits a recommendation to the Supervisory Board after comparing the qualifications and experience of suitable candidates to a previously defined job description. The selection of a Management Board member is then made in the Supervisory Board.

Prerequisites for an appointment to the Management Board and Supervisory Board of STRABAG SE include the right expertise and personal qualifications as well as sufficient years of experience in leadership positions. The Management Board can best fulfil its management function and the Supervisory Board its supervisory and consulting functions with the broadest possible spectrum of skills and experience. This is achieved through diversity in terms of internationalism, educational and professional background, the representation of both genders to an appropriate degree, and the age structure.

The current nomination process has so far effectively addressed these requirements, with the result of a certain level of diversity on the boards. Through its draft resolutions to the Annual General Meeting, and through its decisions based on Presidential and Nomination Committee recommendations, the Supervisory Board helps to maintain the diversity of the Supervisory Board and the Management Board. This contribution to diversity is considered separately on a case-by-case basis. To allow a review of the implementation of the diversity criteria, short CVs of the current members of the Management Board and Supervisory Board are published in the consolidated corporate governance report.

The Supervisory Board supports the efforts being made by the Group to raise the percentage of women in the company and in management. At this time, there still seems to be no point in imposing a voluntary self-obligation for a certain percentage of women on the Management Board. Management positions within the Group are filled primarily internally, and while women currently remain underrepresented in management positions, the Supervisory Board is convinced that successful measures to promote women’s careers will result in a higher percentage of women in management in the medium term, which will end up being reflected at the higher hierarchy levels.

Measures for the advancement of women