Cellnex has made specific policy commitments to ensure that people from groups at particular risk of vulnerability are included and supported. The company’s EDI strategy includes positive action programmes aimed at empowering vulnerable groups, such as the promotion of women’s advancement through initiatives like Women UP, which focuses on talent development and leadership opportunities for women. Cellnex also promotes cross-cultural collaboration and ensures that employees from various backgrounds have equal access to opportunities. Additionally, Cellnex’s senior leadership is actively involved in ensuring that EDI goals are met, including through specific performance evaluations related to diversity and inclusion.

To implement its EDI policies, Cellnex ensures that all employees are aware of and committed to its anti-discrimination measures. Mandatory annual training on the Code of Ethics and regular workshops address various dimensions of diversity and inclusion, ensuring all employees understand their role in preventing and addressing discrimination. Cellnex also conducts periodic campaigns and diversity awareness initiatives to foster a deeper understanding of diverse perspectives. Furthermore, leadership accountability is key: Senior Management is assessed on the achievement of EDI targets as part of their performance evaluations. The company’s hiring, onboarding, and internal communication practices are aligned with Cellnex’s EDI goals, ensuring that all processes are inclusive and promote equal opportunities. The company’s commitment to diversity is also reflected in its broader strategy, where EDI is a key pillar of the Environment, Social, and Governance (ESG) objectives.

Cellnex has established a culture of active listening across all the countries where it operates. This involves tracking Key Performance Indicators (KPIs) and identifying areas for improvement identified through regular Pulse surveys. The results of the Pulse Survey are linked to the short and long-term remuneration of the senior managers. In addition, the company fosters a feedback culture through training programmes, encouraging teams to reflect on how they perceive and embody Cellnex’s values. This approach promotes employee development and engagement, thereby enhancing a high-performance ethos. The feedback culture encourages seamless, dynamic communication within teams, leveraging the employee’s voice as an ongoing source for improvement. It ensures that every individual can contribute their insights to enhance processes and outcomes. All employee communication channels incorporate feedback surveys. This feedback is actively supported and meticulously analysed.

To support this, Cellnex has implemented a robust rewards strategy through a competitive compensation policy and initiatives to improve working conditions, promote work-life balance, ensure equal treatment and opportunities, and foster continuous training and development. This is evidenced in the Talent Management Model.

The People Group holds the highest level of accountability for the implementation of the Talent Management Model. This team ensures that the model is integrated into Cellnex’s talent development strategies and aligns with the company’s broader objectives related to employee growth, equity, and organisational success. The Talent Management Model aligns with Cellnex’s commitments to Equity, Diversity, and Inclusion (ED&I). The company is dedicated to implementing practices that support these values, ensuring that all employees, regardless of background, have equal opportunities for development and advancement. The model is communicated through internal channels and is made available to all employees within the organisation. Cellnex ensures that all stakeholders are well-informed about the opportunities and objectives of the Talent Management Model, fostering a culture of engagement and understanding within the company.

To implement its EDI policies, Cellnex ensures that all employees are aware of and committed to its anti-discrimination measures. Mandatory annual training on the Code of Ethics and regular workshops address various dimensions of diversity and inclusion, ensuring all employees understand their role in preventing and addressing discrimination. Cellnex also conducts periodic campaigns and diversity awareness initiatives to foster a deeper understanding of diverse perspectives. Furthermore, leadership accountability is key: Senior Management is assessed on the achievement of EDI targets as part of their performance evaluations.

Cellnex incorporates well-being into its corporate strategy and operations as a cultural element through a single model for everybody based on culture, behaviours and leadership, focusing on providing medical services wherever required and guaranteeing access to all legally required medical check-ups in the workplace. In accordance with the legal requirements of each country, Cellnex ensures the Health Surveillance, which aims to achieve an effective protection of workers against the inherent risks of their work. Health Surveillance serves as Cellnex’ primary individual measure use to monitor and manage the impact of working conditions on the health of the working population. The collective assessment of the results of health surveillance allows Cellnex to know the state of health of the company, enabling the establishment of priorities for action in risk prevention in the company. Likewise, this process takes into account the issues that arise in cases in which health conditions, biological status, disability or any other cause, give rise to a special sensitivity of a employee to the working conditions that develops habitually thus guaranteeing the rights of all workers, especially sensitive workers: Guaranteeing the protection of life and physical safety of people, according to the OHS Policy, principles and commitments.

Complexity in the labour market: competition and the difficulty in finding talent with the necessary experience represent a significant risk. The complexity in the labour market can make it challenging to hire professionals with the required skills and knowledge, which could affect the company’s ability to meet its strategic objectives. To address this risk, Cellnex has implemented proactive recruitment strategies and internal talent development programmes to ensure it has the right personnel to face future challenges. This is documented in the Talent Management Model and Hiring Guide.

The Cellnex Hiring Guide applies to all hiring processes across the organisation, covering all geographies and business units. It ensures fairness, consistency, and inclusivity in recruitment, with no exclusions in its scope. The People Group is responsible for implementing the Guide, ensuring it aligns with Cellnex’s goals for talent acquisition and diversity and it adheres to Cellnex’s Equity, Diversity, and Inclusion (ED&I) Policy, promoting inclusive hiring practices. The Hiring Guide is published internally and used in all recruitment processes, ensuring transparency and consistent application across stakeholders.

The 2024 policy adds a clear 'zero-tolerance policy' for discrimination, bullying, and harassment, reinforcing its commitment to a respectful and inclusive workplace. It also includes a reference to the Whistleblowing Channel for reporting such incidents, providing a mechanism for accountability.