In general, the policies updated during 2024 have been aligned with CSRD/ESRS, including it in the reference framework. Updated policies are communicated to all employees via the intranet and shared to all stakeholders through the IAR and the corporate website. The Sustainability Policy has been revised with updates to its basic principles, which now emphasise People First, a sustainable value chain, innovation, social value, integrity, and transparency. The action lines have also been adjusted to ensure they do not overlap with the basic principles. Additionally, a new section on Communication and Transparency has been introduced. The review of the Health & Safety Policy has been completed with key stakeholders, and its approval is planned for 2025. The new version essentially includes the changes listed below: The Reference Framework is updated in line with the new CSRD/ESRS and CSDDD standards as well as the other group policies on which this policy relies and should be interpreted together. The material aspects identified in the Double Materiality Assessment, along with the response to the IROs, have been incorporated into the policy. These aspects include Health & Safety within the value chain and Human Rights in the supply chain, specifically covering: Continuous improvement. Planning, evaluation and control. Risk Management. Responsibility of the Team and third parties. Communication and training. Information Management. The wording of the basic principles is reinforced to improve Cellnex’s positioning in relation to Health & Safety through the whole value chain in the ISO45001 standard, in the aspects related to: Consultation and participation Compliance Continuous improvement. The wording is strengthened to ensure compliance with all the requirements requested in the DJSI questionnaire. Within Governance and Accountability and Monitoring and Control, interactions with ARMC, EXCOM and integrations in the Sustainability strategy are detailed. Group People is assigned the task of drafting the strategy, instead of Management System. The EDI Policy has been updated, introducing key modifications as outlined below: Stronger Board oversight: the 2024 policy emphasises the Board’s responsibility for setting the EDI strategy, not just approving it. This signifies a greater level of ownership and commitment from the highest level of leadership. Policy Scope: the new version clarifies that the policy aims to materialise and consolidate the concept of diversity within the framework of Cellnex and communicate it to stakeholders. While the old version aims to provide guidelines. Zero tolerance policy Explicitly Stated: 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. Basic principles: the definitions of equity, diversity, and inclusion are more concisely presented in the new version. The older version discusses these concepts in the “Basic Principles” section, whereas the newer version integrates them into the introduction of the “Axes, Commitments and Strategic Lines” section. Emphasis on Social Responsibility: the new version strengthens the language around the company’s commitment to EDI as part of its social responsibility. Overall: the changes suggest a shift from a policy focused on high-level principles and commitments to a more action-oriented strategy with specific lines of action, measurable targets, and clearer accountability.

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.