SocialBuilding is a people business
People are the foundation of our success. A good working environment starts with livable values. The five PORR principles - Reliability, Shoulder to shoulder, Appreciation, Passion and Pioneering spirit - characterise the way we work together and unite over 20,000 employees from more than 90 nations into a strong community. At the heart of this is the goal of creating long-term prospects: through attractive working conditions, the involvement of our employees, comprehensive occupational health and safety standards, lifelong learning and genuine equality of opportunity – for all employees at PORR and throughout the entire value chain.
LatestAnnual and Sustainability Report
Attractive workplace
An attractive workplace is created where people feel secure, can develop their skills and have their work valued. This is precisely where PORR comes in: with stable employment relationships, fair conditions and a working environment that fosters diversity, development and work-life balance.
© PORR
Increasing employee satisfaction
The employee satisfaction survey shows how PORR is perceived as an employer – and where there is room for improvement.
In the base year 2024, the participation rate was 41.8%. By 2030, it is set to rise to 70%. As the survey is conducted every two years, it did not take place in 2025. The figure therefore remains unchanged.
Participation Target
Listening, understanding, improving
PORR places a strong emphasis on feedback and dialogue to continuously develop the workplace. Conducting the employee satisfaction survey every two years forms the basis for this: it highlights what is working well and where improvements can be made.
To ensure that as many employees as possible can contribute their perspectives, efforts to advertise the survey and increase accessibility are being actively pursued. New communication formats, additional languages and improved access – particularly for operational staff – ensure that feedback from all areas of the company is incorporated.
Regular employee surveys reveal what motivates employees - and form the basis for real improvements. In this way, needs are heard, developments are initiated and perspectives are created.
PORR CEO
Engagement
What truly makes a company strong is working together. When employees are involved, listened to and their contributions are recognised, the result is more than just collaboration – it creates a genuine sense of connection. This is precisely what PORR builds on: dialogue, participation and a culture in which everyone counts.
Increasing the sense of belonging
A strong sense of belonging does not arise by itself but grows through genuine involvement, open communication and visible appreciation in everyday working life.
The Engagement Index shows how well this is achieved. It summarises key aspects such as employee satisfaction, connection and motivation in a single metric. In the base year 2024, it stood at 79%. By 2030, this figure is set to rise to at least 80% – whilst participation continues to grow.
As the underlying employee satisfaction survey is conducted every two years, no survey was carried out in the reporting year 2025. The figure therefore remains unchanged.
Engagement Target
Shaping, not just participating
Engagement arises where people are actively involved and can contribute their perspectives. To this end, PORR focuses specifically on the active involvement of employees through the provision of needs-based measures.
The starting point is feedback from surveys and dialogue formats. This gives rise to concrete initiatives – ranging from new communication formats and tailored performance reviews to local programmes that make appreciation visible. In this way, feedback leads to genuine development – and collaboration fosters a strong sense of togetherness.
Recruiting – recognising strengths and deploying them effectively
Safety
Health and safety is our top priority. As a responsible employer, we live by a guiding principle: We care for you. Because construction is a people business. That is why we create a working environment that protects the health and safety of all our employees in the long term. To this end, we rely on binding standards, clear processes and their consistent implementation. Our high standards shape our daily actions: we plan for health and safety with foresight, identify risks at an early stage and address them openly. We look out for one another and adhere strictly to all rules. Because only in this way can we BUILD BETTER, SAFELY.
Providing a safe working environment on the construction site
PORR pursues a clear goal: to offer all employees and all workers on its construction sites the safest possible working environment.
Progress is measured using the Lost Time Injury Frequency Rate (LTIFR). Starting at 13.5 in 2024, the figure stood at 12.1 in 2025. By 2030, the LTIFR is set to fall below 5.
Occupational safety is also being systematically strengthened throughout the value chain. The percentage of external workers covered by the PORR health and safety management system stood at 75% in 2024 and was increased to 80% in 2025. By 2030, this figure is set to rise to 90%. In this way, we are ensuring, step by step, that partner companies and external workers also operate to the same high safety standards and that safety on the construction site is a shared responsibility.
Occupation Safety Targets
Focus on prevention and safety culture
Workplace safety is achieved above all where risks are identified early and consistently addressed in day-to-day operations. PORR therefore relies on preventive protective measures based on the Safety Walks conducted. Safety inspections on construction sites and in workplaces help to identify hazards at an early stage and to implement measures immediately.
In addition, protective measures based on findings from the Safety App+ bring a new level of quality to analysis and management. Safety-related observations, near-misses and incidents are digitally recorded, analysed and used to drive specific improvements. In this way, data is transformed into targeted preventive measures.
Another key focus is on raising awareness through ongoing training and instruction. Regular training sessions, knowledge checks and safety alerts strengthen safety awareness and help to embed safe behaviour permanently in day-to-day working life.
PORR also sets clear standards beyond its own teams. By promoting compliance with PORR’s health and safety management system among external workers, occupational safety is further strengthened throughout the entire value chain. The aim is not only to formally define safety requirements, but to effectively implement them in daily practice together with partner companies.
Health
Health is a key prerequisite for performance, satisfaction and sustainable business success. PORR therefore aims to identify health risks at an early stage and take active countermeasures – both on site and in the office. In addition to physical risks, mental health is increasingly coming into focus.
Proactive prevention and health promotion
PORR is gradually developing its health management system, thereby laying the foundations for a systematic approach to health-related stress in everyday working life. The share of home markets conducting a health survey plays an important role in this.
In the base year 2024, coverage stood at 14.3% – specifically, the health survey was conducted in one in seven home markets at that time. This figure remained unchanged in 2025. The substantive and organisational foundations for further roll-out have been established, and existing health services in the home markets have been systematically analysed. By 2030, the health survey is to be established in all home markets, thereby creating a comprehensive basis for deriving targeted measures.
Health Target
Strengthening health holistically
At PORR, health is not viewed as a one-off initiative, but as a continuous process. Conducting the health survey every three years forms the basis for systematically identifying needs and making developments transparent.
Building on this, the provision of needs-based health management in every home market ensures that concrete measures are implemented where they are needed – from prevention programmes and ergonomic improvements to mental health initiatives.
In parallel, the implementation of occupational health management quality standards in the DACH region creates a common framework for health-related measures. The aim is to further structure existing approaches, make them comparable and embed them across the Group in the long term.
This creates a health management system that not only reacts but actively contributes to sustainably improving working conditions and enhancing the well-being of employees.
Award
PORR was once again awarded the seal of quality for workplace health promotion for successful integration in regular operations by the Austrian Network for Workplace Health Promotion and the Healthy Austria Fund.
Education & training
Knowledge is the key to the future – and this is precisely where PORR comes in. Whether it’s new technologies, modern leadership or changing requirements on the construction site: employees receive targeted support to develop their skills and build new competencies. This creates a learning culture that not only promotes individual growth but also strengthens the innovative power of the entire company.
Building skills and promoting development
PORR focuses its activities on two key targets: skill building among managers and implementing a development compass.
The Leadership Academy is at the heart of management development. Progress is reflected in the graduation rate of the Leadership Academy: in the base year 2024, 44% of managers had completed at least one module. By 2030, at least 90% are expected to have completed all four modules. By 2025, 3.3% had already completed the full series of modules, whilst over 60% in total had attended at least one module – a clear step towards comprehensive skills development.
In parallel, the Development Compass is creating a framework for the targeted development of all employees. Implementation is steered by the share of home markets with development compass. In the base year 2024, this stood at 0%, as it did in 2025, as the conceptual and structural foundations are being established first. From 2026, gradual implementation will begin with the aim of establishing the Development Compass in all home markets by 2030.
Education Targets
Targeted development of learning
To ensure that training and professional development remain effective, programmes are continuously refined and adapted to the needs of staff. The application, follow-up and optimisation of the Leadership Academy modules ensure that content is not only available but is also actively utilised and continuously improved.
In parallel, PORR is laying the foundations for the Development Compass through the design, planning and implementation of technical and strategic measures. Step by step, this creates a system that makes learning more transparent, provides targeted support for development and embeds it within the company for the long term.
Equal opportunities and promotion of women
With around 21,000 employees from some 90 nations, diversity is an integral part of PORR’s corporate culture. Different perspectives, experiences and backgrounds strengthen collaboration, innovation and long-term corporate success.
Targeted strengthening of fairness, equality and diversity
PORR focuses its activities on three key targets: improving perceived fairness, increasing the proportion of women, and equal pay for equal work.
The perception of fairness is measured via the “Fair treatment” rating in the employee satisfaction survey. In the base year 2024, the figure stood at 60.2%. By 2030, it is set to rise to 70%. As the survey is conducted every two years, no survey was carried out in the reporting year 2025. The figure therefore remains unchanged.
In parallel, PORR is working to gradually increase the proportion of women in the company. Initial progress is already evident: the proportion of women at PORR rose from 16.7% in 2024 to 17.0% in 2025, with the aim of reaching 18% by 2030. The proportion of women in management also rose during the same period, from 15.5% to 16.4%. This is also set to be increased to 18% by 2030.
Pay equity is also increasingly coming into focus. A look at the gender pay gap (adjusted) shows that the differences are continuing to narrow: whilst the figure stood at –3.7% in 2024, it changed to –0.5% in 2025. This means that PORR is already within the targeted range of ±5% by 2030.
Equal Opportunities Targets
Equal Opportunities Targets
Equal opportunities in everyday working life
Equal opportunities are created through clear structures and concrete measures in everyday life. Training on diversity and inclusion fosters a shared understanding and strengthens awareness of respectful coexistence throughout the company.
By raising awareness of diversity and inclusion with a focus on apprentices, PORR starts early and promotes an open mindset right from the start of a career.
In addition, the continuation of the reporting channel for discrimination and harassment ensures that incidents can be addressed securely, anonymously and transparently.
Another focus is on the targeted promotion of women: the continuation of the Women@PORR initiative strengthens networking, exchange and development opportunities within the company. In parallel, by strengthening external partnerships and through targeted employer branding for women in technical professions, new target groups are being addressed and secured for the construction industry in the long term. Additionally, the digital accessibility will be reviewed.