Vonovia ESG Factbook 2024

Key Personnel Figures

Employees by Employment Contract and Gender

							2024 by Country
	2022		2023		2024		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	number	number	number

Employees by Employment Contract and Gender

Total headcount^{1) 2)}	12,063		11,946		12,056		11,164	367	525
of which female	3,404	28.2	3,464	29.0	3,485	28.9	3,072	246	167
Full-time equivalents	11,530		11,408		11,488		10,676	325	487
of which female	3,088	26.8	3,147	27.6	3,144	27.4	2,783	212	149
Employees with temporary contracts²⁾	883		1,213		1,300		1,204	6	90
of which female	325		381		390		364	3	23
Employees with permanent contracts²⁾	11,180	92.7	10,733	89.8	10,756	89.2	9,960	361	435
of which female	3,079		3,083		3,095		2,708	243	144
Temporary workers³⁾	104	0.9	65	0.5	18	0.1	6	–	12
of which female	55		29		7		4	–	3

Selected data points in this table of indicators were determined for the years 2023 and 2024 in accordance with the ESRS calculation methodology. The respective indicators are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)Germany: Total number of employees by headcount. Austria: All employees, excl. pre-retirement part-time work arrangements, parental/educational leave, Management Board, but incl. management. Sweden: All employees, excl. parental leave and members of executive bodies (CEO + CFO).
2)Calculation logic according to ESRS S1–6.
3)Calculation logic according to ESRS S1–7.

Number of Permanent Employees by Type of Employment and Gender

							2024 by Country
	2022		2023		2024		Germany		Austria		Sweden
Key Figures	number	in %	number	in %	number	in %	number	in %	number	in %	number	in %

Number of Permanent Employees by Type of Employment and Gender

Full-time employees¹⁾²⁾	10,686		10,480		10,525		9,792		252		481
of which female	2,473		2,498		2,454		2,164		148		142
Part-time employees^{1) 2) 3)}	1,377		1,466		1,531		1,372		115		44
of which female	931		966		1,031		908		98		25
Proportion of part-time employees⁴⁾		11.4		12.3		12.7		12.3		31.3		8.4
of which female		67.6		65.9		67.3		66.2		85.2		56.8
of which male		32.4		34.1		32.7		33.8		14.8		43.2
Marginal employees^{3) 5)}	184		196		192		161		5		26
of which female	60	32.6	63	32.1	62	32.3	47	29.2	3	60.0	12	46.2

Selected data points in this table of indicators were determined for the years 2023 and 2024 in accordance with the ESRS calculation methodology. The respective indicators are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)Calculation logic according to ESRS S1–6.
2)Germany: Total number of employees by headcount. Austria: All employees, excl. pre-retirement part-time work arrangements, parental/educational leave, Management Board, but incl. management. Sweden: All employees, excl. parental leave and members of executive bodies (CEO + CFO).
3)The marginally employed are included in the number of part-time employees.
4)Number of part-time employees/total number of employees (headcount).
5)Effective from 2023: In Sweden, “on-call” employees counted as marginally employed. “On-call” employees are to be regarded as temporary staff.

Employee Turnover

							2024 by Country
	2022		2023		2024		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	number	number	number

Employee Turnover

Newly hired employees¹⁾	2,099	17.4	1,998	17.2	2,075	17.7	1,874	25	176
of which female	622	29.6	614	30.7	570	27.5	501	15	54
Employees leaving the company^{1) 2)}	2,077		2,229		1,953		1,744	32	177
of which female	584	28.1	614	27.5	548	28.1	470	20	58
Turnover rate (in %)³⁾		17.8		19.2		16.7	16.1	8.8	35.5

Selected data points in this table of indicators were determined for the years 2023 and 2024 in accordance with the ESRS calculation methodology. The respective indicators are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)All figures on employees joining or leaving the company calculated according to HGB excl. external staff, temporary staff, working students, marginal employees and school students.
2)Calculation logic according to ESRS S1–6. Employees leaving the company include voluntary resignations, dismissals, retirement and deaths, but excl. traineeships that have come to an end and integration process-related dismissals.
3)Calculation logic according to ESRS S1–6. Employees leaving the company/headcount (adjusted to reflect integration process-related dismissals) as of December 31 x 100%. Based on EPRA definition (employees leaving the company in the period/‌headcount at end of period). The following employee groups are also deducted from the headcount according to HGB (headcount excl. trainees, members of executive bodies, other employees, external staff, temporary staff, working students, marginal employees and school students).

Employees by Category, Gender, Age Group and Disability

							2024 by Country
	2022		2023		2024		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	number	number	number

Employees by Category, Gender, Age Group and Disability

Total headcount¹⁾²⁾	12,063		11,946		12,056		11,164	367	525
Total headcount, commercial^{2) 3)}⁴⁾	5,660	46.9	5,992	50.2	5,978	49.6	5,302	367	309
of which female	2,692	47.6	2,710	45.2	2,700	45.2	2,299	246	155
of which under 30 years of age	779	13.8	781	13.0	796	13.3	680	34	82
of which 30–50 years of age	3,015	53.3	2,994	50.0	2,949	49.3	2,567	225	157
of which over 50 years of age	1,866	33.0	2,217	37.0	2,233	37.4	2,055	108	70
Total headcount, technical trade^{2) 3)}⁴⁾	6,403	53.1	5,954	49.8	6,078	50.4	5,862	–	216
of which female	712	11.1	754	12.7	785	12.9	773	–	12
of which under 30 years of age	842	13.2	777	13.1	825	13.6	806	–	19
of which 30–50 years of age	3,588	56.0	3,189	53.6	3,219	53.0	3,118	–	101
of which over 50 years of age	1,973	30.8	1,988	33.4	2,034	33.5	1,938	–	96
Average age (in years)⁵⁾	43.8		44.3		44.4		44.5	43.5	42.5
Employees with disabilities ⁶⁾	346	2.9	360	3.2	377	3.3	373	4	–

Selected data points in this table of indicators were determined for the years 2023 and 2024 in accordance with the ESRS calculation methodology. Other indicators follow GRI definitions. The respective key figures are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)Calculation logic according to ESRS S1–6.
2)Germany: Total number of employees by headcount. Austria: All employees, excl. pre-retirement part-time work arrangements, parental/educational leave, Management Board, but incl. management. Sweden: All employees, excl. parental leave and members of executive bodies (CEO + CFO).
3)Calculation logic according to GRI 405–1.
4)The classification in Germany takes place via the operational company, in Sweden via position. In Austria all employees are classified as commercial employees.
5)Average age (in years) of employees (headcount) on the reporting date of December 31. New calculation since 2023.
6)Germany: The basis for determining the number is based on the definition in ESRS S1–12, according to the social law definition of disability in accordance with Section 2 of the German Social Code (SGB IX). Total number and ratio relate to Germany and Austria only as no disclosure to Sweden is legally possible.

Work-Life Balance Metrics

					2024 by Country
Key Figures	Unit	2022	2023	2024	Germany	Austria	Sweden

Work-Life Balance Metrics¹⁾

Proportion of employees entitled to family-related leave ²⁾	in %	–	95.3	96.2	95.9	100.0	100.0
Proportion of eligible employees who have taken family-related leave
of which male	in %	–	3.9	3.4	2.8	20.7	11.2
of which female	in %	–	7.3	7.0	4.7	25.6	19.8

Selected data points in this table of indicators were established for the years 2023 and 2024 in accordance with the ESRS calculation methodology. The respective indicators are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)Due to the first-time application of ESRS, no comparable indicators were collected for 2022. Calculation logic according to ESRS S1–15.
2)A legal entitlement exists in Austria and Sweden for all employees. No 100% entitlement to leave for family reasons exists in Germany, as there is no statutory right to paternity leave.

Performance Appraisal

							2024 by Country
	2022		2023		2024		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	number	number	number

Performance Appraisal ¹⁾

Employees who have had an appraisal interview/performance appraisal^{2) 3)}	3,999	38.3	5,370	45.0	5,146	42.7	4,508	311	327
of which female	–	43.9	2,302	66.5	2,231	64.0	1,918	205	108
of which male	–	56.1	3,068	36.2	2,915	34.0	2,590	106	219
Share of target checks ³⁾⁴⁾		–		84.1		93.0	93.7	90.7	86.1
Employees who have had an appraisal interview/performance appraisal, by employee category²⁾⁵⁾	–		5,370		5,146		4,508	311	327
of which management level⁶⁾	–	83.6	187	79.9	197	89.1	176	20	1
of which other employees⁷⁾	–	37.4	5,183	44.3	4,949	41.9	4,332	291	326
Trainees ⁸⁾		100.0		100.0		100.0

Selected data points in this table of indicators were determined for the years 2023 and 2024 in accordance with the ESRS calculation methodology. Other indicators follow GRI definitions. The respective key figures are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)Available for Sweden since 2023.
2)The indicator for employees who have had an appraisal interview/performance appraisal includes all meetings between employees and managers that have been recorded in the system. From 2023, performance and potential assessments are also included here.
3)Calculation logic according to ESRS S1–13.
4)Share of performance appraisals carried out in the planned target reviews.
5)Calculation logic according to GRI 404–3.
6)First and second level below the Management Board.
7)All employees excl. management level.
8)Those who are being trained in vocational training recognized by the state on the basis of a training contract.

Training and Education

	2022		2023		2024		2024 by Country
Key Figures	number	in %	number	in %	number	in %	Germany	Austria	Sweden ⁵⁾

Training and Education

Vocational training
Total number of trainees¹⁾	617		632		664		662	2	–
of which female	148	24.0	132	20.9	143	21.5	143	–	–
Commercial trainees ²⁾	215	34.8	190	30.1	200	30.1	198	2	–
of which female	120	55.8	107	56.3	116	58.0	116	–	–
Technical trade trainees ²⁾	402	65.2	442	69.9	464	69.9	464	–	–
of which female	28	7.0	25	5.7	27	5.8	27	–	–
Proportion of total workforce (in %) ³⁾		5.1		5.0		5.2	5.6	0.5	–
Proportion taken on (in %)⁴⁾		71.6		69.2		69.9	70	–	–

Further training
Total number of participants in further training⁶⁾	6,027		6,993		7,007		6,304	360	343
of which female	2,386	39.6	2,848	40.7	2,827	40.3	2,459	242	126
Further training rate (in %)⁷⁾		54.7		58.5		58.1	56.5	98.1	65.3
Further training intensity⁸⁾	6.0		6.1		6.5		6.9	3.6	0.5

Training and education
Total training and education days	62,881		69,929		74,712		73,298	1,173	241
Average training and education days per employee⁹⁾	5.7		5.9		6.2		6.6	3.2	0.5
Total hours of further training¹⁰⁾	503,047		559,428		597,696		586,385	9,387	1,925
Average hours of further training per employee¹¹⁾	45.7		46.8		49.6		52.5	25.6	3.7
of which per female employee	13.9		31.7		34.2		36.5	23.7	4.9
of which per male employee	31.8		49.6		52.0		54.4	28.9	3.1
of which per commercial employee	19.8		33.4		27.9		29.3	25.4	5.7
of which per technical trade employee	25.9		55.2		65.0		67.2	–	0.8
Training and further education costs (in € million)	3.3		3.2		2.5		2.1	0.2	0.1
Average training and education cost per employee (in €)¹²⁾	553.4		416.9		328.7		307.7	637.7	429.4

1)Total number of trainees by headcount by December 31. Trainees are those who are being trained in vocational training recognized by the state on the basis of a training contract.
2)In Germany, allocation takes place via the employee groups. In Austria, all trainees are allocated to the commercial area.
3)Proportion of trainees (headcount)/employees (headcount) incl. trainees by December 31.
4)Number of trainees taken on (headcount)/all trainees (headcount) who had completed their training by December 31 x 100%.
5)Extension to Sweden 2023 newly introduced. No trainees in Sweden.
6)If employees participated in several different courses, they are counted only once.
7)Number of participants in further training/total employees (headcount)
8)Total number of working days used for processes related to professional further training by all employees during the reporting period/total for all employees (FTE).
9)Total training days/number of employees (headcount). According to German Commercial Code (HGB) incl. trainees.
10)Assumption: 8 hours per training day, total training days x 8 hours.
11)Total training hours/total number of employees (headcount). Counting method according to HGB incl. trainees. New calculation method from 2023, no restatement for previous years.
12)Total costs for training and education/total number of trainees + total number of participants in further training.

Female Managers

							2024 by Country
	2022		2023		2024		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	in %	in %	in %

Female Managers

Proportion of women in total workforce ^{1) 2)}	3,404	28.2	3,464	29.0	3,485	28.9	27.5	67.0	31.8
Proportion of women at the first two levels below the Management Board^{3) 4)}		25.1		24.6		25.8	26.0	28.6	12.5

Selected data points in this table of indicators were determined for the years 2023 and 2024 in accordance with the ESRS calculation methodology. The respective key figures are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)Calculation logic according to ESRS S1–6. For figures given in %, the number of female employees/number of employees (headcount) is calculated.
2)Germany: Total number of employees by headcount. Austria: All employees, excl. pre-retirement part-time work arrangements, parental/educational leave, Management Board, but incl. management. Sweden: All employees, excl. parental leave and members of executive bodies (CEO + CFO).
3)Calculation logic according to ESRS S1–9.
4)Cumulation of the first two management levels below the Management Board as a total value for the Group.

Remuneration Metrics (Pay Gaps)

2024 by Country

Unit

2022

2023

2024

Germany

Austria

Sweden

Remuneration Metrics (Pay Gaps) ¹⁾²⁾

Total gender pay gap ³⁾

in %

–

–5.7

–6.7

–6.4

27.5

7.2

Gender pay gap: management level ⁴⁾

in %

–

14.6

7.8

6.8

14.6

–18.3

Gender pay gap: non-management level ⁵⁾

in %

–

–7.6

–8.2

–7.3

18.6

4.7

Selected data points in this table of indicators were determined for the years 2023 and 2024 in accordance with the ESRS calculation methodology. The respective key figures are labelled with a reference to the corresponding framework. Other indicators are breakdowns of this information. Others follow Vonovia-specific definitions as described in the table.
1)Due to the first-time application of ESRS, no comparable indicators were collected for 2022. Calculation logic according to ESRS S1–16.
2)The actual hours worked were estimated to determine the denominator for calculating the hourly pay for employees who do not record their hours.
4)(Hourly wage for men (headcount) - hourly wage for women (headcount))/hourly wage for men (headcount). Only managers in the first two levels below Management Board.
5)(Hourly wage for men (headcount) - hourly wage for women (headcount))/hourly wage for men (headcount). Excl. managers in the first two levels below Management Board.