Promoting health and safety

Fostering health and safety in the workplace are fundamental employer responsibilities. No one should suffer injury or ill health as a consequence of our business.

These commitments are underpinned by ABB’s Health, Safety, Environment, and Security (HSE&S) Policy and Management System, which are based on internationally recognized standards ISO 14001 and ISO 45001. Our system and its governance framework place health, safety, environment, and security firmly at the center of ABB’s business. All ABB employees and contractors are covered by our Management System and our HSE requirements are clearly stated in our Supplier Code of Conduct.

Given the growing maturity of ABB’s approach to safety, we have now moved beyond traditional, compliance-driven models. Our approaches to risk management and continuous learning are shaping a stronger, more resilient safety culture, while ABB’s Guiding Principles for Resilient Operations set out our holistic and human-centric approach.

We empower ABB employees at all levels to take ownership of risk as we leverage data, behavior, and trust to predict and prevent harm. Both employees and contractors are actively encouraged to identify, resolve or escalate, and report any unsafe act or condition that they find in the workplace. All hazards are logged centrally in our HSE&S Management Information System. If a hazard cannot be resolved on the spot, its resolution will be escalated to a responsible manager, who will enter any corrective actions in the management information system. ABB units are encouraged when developing campaigns or action plans to review their top five hazards and top five incident categories at least twice a year. In 2025, we identified 270,457 hazards and had a resolution rate of 98 percent.

In 2025, we continued to drive down our lost-time injury frequency rate (LTIFR), achieving an industry-leading rate of 0.14. This represents an improvement of nearly 9 percent over the previous year and of nearly 45 percent if compared to the 2019 baseline. Serious incidents continued to fall, with a reduction of 58 percent over the previous year. There were no fatalities.

In addition to promoting physical health through local campaigns featuring free cardiovascular risk checks, nutrition consultancy or anti-smoking webinars, we support our people’s mental well-being. All employees worldwide have access to counselling services as part of ABB’s Employee Assistance Program. Recognizing the critical influence managers have on organizational culture and employee well-being, ABB continued to offer the meQuilibrium program to its leadership group. Managers often experience heightened stress and decision-making pressure, which can impact team resilience if left unaddressed. This initiative leverages predictive analytics and evidence-based strategies to strengthen leadership resilience and reduce burnout risk. Compared to their baseline assessments, participating managers achieved a 34 percent improvement in resilience scores and a 10 percent reduction in reported burnout risk, demonstrating measurable progress in mental wellbeing. These outcomes reinforce ABB’s commitment to fostering psychologically safe, high-performing leadership and ensuring sustainable health practices across the organization.

Fostering diversity and inclusion

In 2025, the fifth consecutive year of our D&I strategy 2030, there was continued momentum across all pillars of the strategy; Governance, Inclusive leadership and Culture, and Partnership. Our annual D&I calendar spans across core themes, such as culture, gender equality, LGBTQ+ and Pride, generations and disabilities and wellbeing, with dedicated programming and global engagement throughout the year.

Diversity and inclusion are embedded in ABB’s long-term objectives, with global targets for women in senior management included in our 2030 diversity strategy¹.

By 2030, we have committed that women will account for 25 percent of ABB’s senior leaders¹. In 2025, the proportion of female senior managers² rose to 22.6 percent.

Beyond our own operations, we also partner with organizations and support standards that promote diversity and inclusion. These include the UN Women Empowerment Principles (WEPs), and UN Standards of Conduct Tackling Discrimination against Lesbian, Gay, Bi, Trans, & Intersex People, as well as the Society of Women Engineers, the Special Olympics, and Workplace Pride.

In addition, our global and gender-neutral parental leave program has been in place since 2021, supporting our inclusive work environment. ABB’s employee resource groups continue to be a cornerstone of our inclusion agenda. They are voluntary, employee-led communities that foster inclusion, connection, and professional growth. They provide safe spaces for employees to share experiences, build networks, and drive meaningful change across the organization.

In 2025, our annual Employee Engagement Survey results reflected a growing sense of inclusion, with a solid increase in our inclusion-related scores (Inclusion 82/100, Inclusiveness Culture 81/100 & Belonging 78/100, all of which increased two points over last year). These results affirm that our efforts are creating a workplace where employees feel valued, respected, and empowered to contribute their unique perspectives.

Footnotes:

1. This target and disclosure relates to countries where policies legally permit and to the extent that it does not conflict with any applicable laws, where ABB operates, and therefore 13 percent of total senior management is not included in the target and disclosure.

2. At ABB, senior managers are defined as employees in Hay grade 1-7, including Division Presidents.

Investing in our communities

We aim to help our communities create a sustainable and prosperous future, contributing in ways that are meaningful and impactful. We do this in a variety of ways. Firstly, we take a responsible and transparent approach regarding our tax payments to local economies. Secondly, ABB is also committed to building and supporting a sustainable value chain beyond our own operations. Lastly, we partner with local organizations to create community engagement programs that deliver lasting social value.

COMMUNITY ENGAGEMENT PROGRAMS

ABB is committed to creating a more prosperous and sustainable future for the communities in which we operate. While leveraging our core competencies, we work to mitigate negative impacts that might occur in our value chain and to create long-lasting value and opportunities for these communities aligned with four key focus areas for our support:

• Equitable access to education – particularly science, technology, engineering, and mathematics (STEM);
• Environment and conservation – supporting communities in biodiversity conservation, protecting land, marine, and freshwater ecosystems;
• Empowering communities – working to create a more prosperous and sustainable future;
• Emergency and disaster relief – supporting local communities and employees impacted by natural disasters and educating our ABB community on disaster preparedness.

ABB recognizes volunteering as a key driver of both community engagement and employee empowerment. In 2025, new country-level volunteering programs were launched in both the United Kingdom and France. These initiatives build on longstanding programs developed over the years in other countries. Volunteering not only generates positive outcomes for communities but also strengthens ABB’s internal culture by fostering collaboration, purpose, and pride among employees. Through these efforts, ABB continues to create shared value and contribute to a more inclusive and sustainable society.