Cellnex has fostered a Safety Culture grounded in its core values across all the countries where it operates. Occupational Health and Safety (OHS) aspects are integrated into the strategy and guiding principles outlined in the organisation’s global Health and Safety (H&S) policy. It is worth noting that Cellnex is currently updating this policy, aligning it with the new CSRD regulation, which is set to be approved in 2025. The Health and Safety Policy covers all Cellnex Group companies, focusing on sensitive workers across the entire value chain, including upstream and downstream activities. It applies to all operational geographies and aims to protect employees, contractors, and other stakeholders from health and safety risks. The Health and Safety Policy is primarily managed by the Health and Safety Department, under the oversight of the Board of Directors. This ensures that the policy is effectively implemented at both operational and strategic levels, with senior leadership holding ultimate accountability for its success.

Cellnex discloses its actions to address material negative and positive impacts, manage material risks, and pursue material opportunities related to its workforce through various comprehensive measures, ensuring transparency and accountability. Firstly, Cellnex tracks several key performance indicators (KPIs) related to equal treatment and opportunities, such as women hires, career advancement for women, and women in management positions. These KPIs are monitored quarterly and are linked to short or long-term incentives.

Additionally, the team prepares every quarter the 'People Health Index document', which includes not only the before-mentioned KPIs but also many more related to Workforce and its dimensions (gender, age, nationalities, etc.), hires, leaves and movements status, attrition rate, exit interviews feedback, etc. Its main purpose is to collect up-to-date relevant Group People’s information, in a quarterly basis, that allows Cellnex to track data and KPIs, compare periods and its evolution, stick to defined priorities and objectives and take data-driven decisions.

Furthermore, the company reports on gender pay gaps and is working to ensure compliance with European directives on pay transparency. In terms of diversity, Cellnex includes all Equality, Diversity, and Inclusion (EDI) initiatives and promotes work-life balance through Pulse surveys, town halls, remote working policies, and well-being activities. The company also emphasises linguistic and cultural diversity by incorporating non-local profiles and cultural awareness initiatives. The company 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.