Cellnex is committed to preventing exploitative labour practices and engages its workforce in discussions about real and potential impacts, ensuring their involvement in decision-making processes. Furthermore, Cellnex uses various channels to gather feedback and address concerns from its workforce, including grievance mechanisms, hotlines, trade unions, and works councils. These channels help the company gain insights into the management of impacts on its workforce and ensure that employees’ concerns are addressed effectively. By implementing these measures and regularly disclosing their effectiveness, Cellnex demonstrates its commitment to managing material risks and opportunities related to its workforce while fostering a transparent and inclusive work environment.

Within the Holistic Performance Management (HPM) framework, Group and Country targets are established by the company, while employees entitled to individual targets propose their own annual goals, ensuring alignment with corporate objectives. These individual targets must be reviewed and approved by the direct supervisor, creating a structured yet participatory approach to goal-setting.

To track performance, employees are encouraged to monitor their progress throughout the year, with a mandatory mid-year review (July or August) and a final goal evaluation at year-end. The entire process is facilitated through 'The Hub', a digital platform that enables transparent tracking of all performance objectives.

For continuous improvement, the company conducts an annual Pulse survey, inviting employees to provide feedback, including through open-ended questions. Insights from these surveys, along with performance review outcomes, are analyzed to refine target-setting practices and performance management strategies, ensuring that lessons learned contribute to ongoing improvements.

To track performance, employees are encouraged to monitor their progress throughout the year, with a mandatory mid-year review (July or August) and a final goal evaluation at year-end. The entire process is facilitated through 'The Hub', a digital platform that enables transparent tracking of all performance objectives.

For continuous improvement, the company conducts an annual Pulse survey, inviting employees to provide feedback, including through open-ended questions. Insights from these surveys, along with performance review outcomes, are analyzed to refine target-setting practices and performance management strategies, ensuring that lessons learned contribute to ongoing improvements.

For continuous improvement, the company conducts an annual Pulse survey, inviting employees to provide feedback, including through open-ended questions. Insights from these surveys, along with performance review outcomes, are analyzed to refine target-setting practices and performance management strategies, ensuring that lessons learned contribute to ongoing improvements.

Cellnex aims to achieve several outcomes in the lives of its workforce, including boosting talent by being diverse and inclusive, facilitating social progress, and ensuring awareness of responsible ways of doing. Specific targets include increasing the percentage of women in management, hires of women and young talent, international appointments, career advancement for women, employee engagement, and participation in volunteering activities. The company also aims to ensure a high percentage of favorable scores in employee surveys and training attendance.

No information on identified cases of severe human rights incidents, such as forced labor, human trafficking, or child labor, is provided in the images.

The targets established by Cellnex are defined with specific percentages and timelines, such as achieving 30% women in management positions by 2025 and ensuring 80% of employees attend ESG annual training by 2023. These targets are part of a broader strategy to boost talent, facilitate social progress, and ensure responsible practices. However, there is no explicit information on the stability of these targets over time in terms of definitions and methodologies, nor is there information on identified cases of severe human rights incidents.

The total headcount is 2,663. Breakdown by gender: Women: 842 (32%), Men: 1,821 (68%). Breakdown by country where the undertaking employs 50 or more individuals and represents at least 10% of the total workforce: France: 282 (11%), Italy: 232 (9%), UK: 276 (10%), Spain: 1,125 (42%), Poland: 453 (17%).

The total headcount is 2,663. Breakdown by gender: Women: 842 (32%), Men: 1,821 (68%). Breakdown by country where the undertaking employs 50 or more individuals and constitutes at least 10% of the total workforce: France: 282 (11%), Italy: 232 (9%), UK: 276 (10%), Spain: 1,125 (42%), Poland: 453 (17%).

The total headcount is 2,663. Breakdown by gender: Women: 842 (32%), Men: 1,821 (68%). Breakdown by country where the undertaking employs 50 or more individuals and represents at least 10% of its overall workforce: France: 282 (11%), Italy: 232 (9%), UK: 276 (10%), Spain: 1,125 (42%), Poland: 453 (17%).

The total headcount is 2,663. Breakdown by gender: Women: 842 (32%), Men: 1,821 (68%). Breakdown by country where the undertaking employs 50 or more individuals and represents at least 10% of the total employee count: France: 282 (11%), Italy: 232 (9%), UK: 276 (10%), Spain: 1,125 (42%), Poland: 453 (17%).