Vonovia ESG Factbook 2025

Key Personnel Figures

Employees by Eomplyemnet Contract and Gender

							2025 by Country
	2023		2024		2025		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	number	number	number

Employees by Employment Contract and Gender

Total headcount^{1) 2)}	11,946		12,056		12,708		11,849	365	494
of which female	3,464	29.0	3,485	28.9	3,668	28.9	3,272	242	154
Full-time equivalents	11,408		11,488		12,155		11,353	326	476
of which female	3,147	27.6	3,144	27.4	3,322	27.3	2,970	207	145
Employees with temporary contracts²⁾	1,213		1,300		1,244		1,162	8	74
of which female	381		390		383		358	6	19
Employees with permanent contracts²⁾	10,733	89.8	10,756	89.2	11,464	90.2	10,687	357	420
of which female	3,083		3,095		3,285		2,914	236	135
Temporary workers³⁾	65	0.5	18	0.1	52	0.4	15	–	37
of which female	29		7		26		6	–	20

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 Emplyment and Gender

							2025 by Country
	2023		2024		2025		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 ¹⁾

Full-time employees²⁾	10,480		10,525		11,121		10,406		253		462
of which female	2,498		2,454		2,575		2,298		142		135
Part-time employees^{2) 3)}	1,466		1,531		1,587		1,443		112		32
of which female	966		1,031		1,093		974		100		19
Proportion of part-time employees		12.3		12.7		12.5		12.2		30.7		6.5
of which female		65.9		67.3		68.9		67.5		89.3		59.4
of which male		34.1		32.7		31.1		32.5		10.7		40.6
Marginal employees³⁾	196		192		164		153		3		8
of which female	63	32.1	62	32.3	50	30.5	43	28.1	2	66.7	5	62.5

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.

Employee Turnover

							2025 by Country
	2023		2024		2025		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	number	number	number

Employee Turnover

Newly hired employees¹⁾	1,998	17.2	2,075	17.7	2,355	19.1	2,177	39	139
of which female	614	30.7	570	27.5	588	25.0	529	28	31
Employees leaving the company^{1) 2)}	2,229		1,953		1,885		1,700	42	143
of which female	614	27.5	548	28.1	484	25.7	426	27	31
Turnover rate (in %)³⁾		19.2		16.7		15.3	14.8	11.6	29.4

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).

Employee by Category, Gender, Age Group and Disability

							2025 by Country
	2023		2024		2025		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⁾	11,946		12,056		12,708		11,849	365	494
Total headcount, commercial^{2) 3)}⁴⁾	5,992	50.2	5,978	49.6	6,182	48.6	5,529	365	288
of which female	2,710	45.2	2,700	45.2	2,785	45.1	2,397	242	146
of which under 30 years of age	781	13.0	796	13.3	818	13.2	716	37	65
of which 30–50 years of age	2,994	50.0	2,949	49.3	3,089	50.0	2,717	216	156
of which over 50 years of age	2,217	37.0	2,233	37.4	2,275	36.8	2,096	112	67
Total headcount, technical trade^{2) 3)}⁴⁾	5,954	49.8	6,078	50.4	6,526	51.4	6,320	–	206
of which female	754	12.7	785	12.9	883	13.5	875	–	8
of which under 30 years of age	777	13.1	825	13.6	923	14.1	902	–	21
of which 30–50 years of age	3,189	53.6	3,219	53.0	3,429	52.5	3,346	–	83
of which over 50 years of age	1,988	33.4	2,034	33.5	2,174	33.3	2,072	–	102
Average age (in years)⁵⁾	44.3		44.4		45.3		45.4	44.0	43.7
Employees with disabilities ⁶⁾	360	3.2	377	3.3	379	3.1	375	4	–

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.
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

					2025 by Country
Key Figures	Unit	2023	2024	2025	Germany	Austria	Sweden

Work-Life Balance Metrics¹⁾

Proportion of employees entitled to family-related leave ²⁾	in %	95	96.2	96.5	96.2	100.0	100.0
Proportion of eligible employees who have taken family-related leave	in %
of which male	in %	3.9	3.4	3.4	2.7	18.7	15.0
of which female	in %	7.3	7.0	6.9	4.8	28.1	16.9

1)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

							2025 by Country
	2023		2024		2025		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	number	number	number

Performance Appraisal

Employees who have had an appraisal interview/performance appraisal^{1) 2)}	5,370	45.0	5,146	42.7	8,321	65.5	7,689	302	330
of which female	2,302	66.5	2,231	64.0	2,383	65.0	2,084	195	104
of which male	3,068	36.2	2,915	34.0	5,938	65.7	5,605	107	226
Share of target checks ²⁾³⁾		84.1		93.0		81.1	80.4	92.9	87.8
Employees who have had an appraisal interview/performance appraisal, by employee category¹⁾⁴⁾	5,370		5,146		8,321		7,689	302	330
of which management level⁵⁾	187	79.9	197	89.1	132	60.0	110	21	1
of which other employees⁶⁾	5,183	44.3	4,949	41.9	8,189	65.6	7,579	281	329
Trainees ⁷⁾		100.0		100.0		100.0

1)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.
2)Calculation logic according to ESRS S1–13.
3)Share of performance appraisals carried out in the planned target reviews.
4)Calculation logic according to GRI 404–3.
5)First and second level below the Management Board.
6)All employees excl. management level.
7)Those who are being trained in vocational training recognized by the state on the basis of a training contract.

Training and Education

	2023		2024		2025		2025 by Country
Key Figures	number	in %	number	in %	number	in %	Germany	Austria	Sweden ⁵⁾

Training and Education

Vocational training
Total number of trainees¹⁾	632		664		735		735	–	–
of which female	132	20.9	143	21.5	170	23.1	170	–	–
Commercial trainees ²⁾	190	30.1	200	30.1	222	30.2	222	–	–
of which female	107	56.3	116	58.0	130	58.6	130	–	–
Technical trade trainees ²⁾	442	69.9	464	69.9	513	69.8	513	–	–
of which female	25	5.7	27	5.8	40	7.8	40	–	–
Proportion of total workforce (in %) ³⁾		5.0		5.2		5.5	5.8	–	–
Proportion taken on (in %)⁴⁾		69.2		69.9		69.7	69	100	–

Further training
Total number of participants in further training⁶⁾	6,993		7,007		10,067		9,339	358	370
of which female	2,848	40.7	2,827	40.3	3,107	30.9	2,747	237	123
Further training rate (in %)⁷⁾		58.5		58.1		79.2	78.8	98.1	74.9
Further training intensity⁸⁾	6.1		6.5		6.8		7.2	2.9	0.6

Training and education
Total training and education days	69,929		74,712		83,188		81,968	951	269
Average training and education days per employee⁹⁾	5.9		6.2		6.5		6.9	2.6	0.5
Total hours of further training¹⁰⁾	559,429		597,696		665,505		655,748	7,604	2,153
Average hours of further training per employee¹¹⁾	46.8		49.6		52.4		55.3	20.8	4.4
of which per female employee	31.7		34.2		33.1		35.4	18.5	3.8
of which per male employee	49.6		52.0		56.0		58.3	25.5	4.6
of which per commercial employee	33.4		27.9		25.0		26.4	20.8	4.1
of which per technical trade employee	55.2		65.0		71.8		73.8	–	4.7
Training and further education costs (in € million)	3.2		2.5		2.9		2.6	0.2	0.1
Average training and education cost per employee (in €)¹²⁾	416.9		328.7		265.2		261.4	428.2	210.7

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.
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%. In Austria, two trainees were taken on during the reporting period.
5)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. trainee.
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.
12)Total costs for training and education/total number of trainees + total number of participants in further training.

Female Managers

							2025 by Country
	2023		2024		2025		Germany	Austria	Sweden
Key Figures	number	in %	number	in %	number	in %	in %	in %	in %

Female Managers

Proportion of women in total workforce ^{1) 2)}	3,464	29.0	3,485	28.9	3,668	28.9	27.6	66.3	31.2
Proportion of women at the first two levels below the Management Board³⁾		24.6		25.8		26.7	26.9	31.8	11.1

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.

Remuneration Metrics (Pay Gaps)

2025 by Country

Unit

2023

2024

2025

Germany

Austria

Sweden

Remuneration Metrics (Pay Gaps) ¹⁾²⁾

Total gender pay gap ³⁾

in %

–5.7

–6.7

–1.8

–1.6

27.1

13.8

Gender pay gap: management level ⁴⁾

in %

14.6

7.8

17.1

16.1

25.3

–26.4

Gender pay gap: non-management level ⁵⁾

in %

–7.6

–8.2

–3.2

–2.6

18.2

11.3

1)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.
3)(Hourly wage for men – hourly wage for women)/hourly wage for men.
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.