Nova aims to create a workplace where all employees feel safe, accepted, and able to develop and advance on equal terms, regardless of gender, age, nationality, religion, sexual orientation, or other personal characteristics. Through a comprehensive framework of policies, targets, and initiatives, the company seeks to embed the principles of diversity, inclusion, and equal opportunities into its day-to-day operations and corporate culture, recognizing that its people are the most important driver of sustainable growth and long-term success.

The initiative addresses all Nova employees, regardless of hierarchy level, role, or personal characteristics. At the same time, it places particular emphasis on groups that may be more affected by issues related to equality, inclusion, and professional development, such as women employees, new parents, and persons with disabilities, promoting a workplace based on equal opportunities, accessibility, and respect for diversity.

The initiative is a long-term program implemented by Nova, with a strategic horizon through 2030. In addition, intermediate targets have been established through 2026 relating to leadership development, diversity, and inclusion.

The Challenge

In a constantly evolving business and social environment, where digital transformation, increasing regulatory requirements, and the need to attract and retain talent create new challenges for organizations, Nova systematically invests in fostering a corporate culture built on respect, inclusion, equality, and employee empowerment.

Recognizing that diversity and equal opportunities are critical prerequisites for sustainable growth, organizational resilience, and responsible business conduct, the company has developed a comprehensive framework of policies, targets, and initiatives that transform the principles of diversity and inclusion into everyday practice and an integral part of its corporate culture.

The Inclusion Framework

Nova’s approach is based on creating a safe and inclusive workplace free from exclusion and discrimination, where all employees are treated with respect and dignity. The company strives to build a workforce that reflects the diversity of modern society, including the participation of persons with disabilities, recognizing that different experiences, perspectives, and backgrounds contribute to a more creative, fair, and inclusive working environment. At the same time, it promotes the principles of equal treatment and accessibility as integral elements of its workplace culture.

Nova also actively encourages employees to express themselves freely in the workplace and report incidents of discrimination or harassment, strengthening transparency, accountability, and employee trust.

A key pillar of this approach is the Code of Business Conduct and Ethics, which applies to all executives, managers, employees, and interns associated with any entity directly or indirectly controlled by United Group. In parallel, the Policy Against Violence and Harassment demonstrates Nova’s commitment to zero tolerance for any form of violence or harassment in the workplace, focusing on both prevention and protection through the identification of potential risks, the implementation of preventive and protective measures, and employee awareness and sensitization initiatives.

Nova further strengthens its commitment through public initiatives and clear targets. By signing the Diversity Charter, the company reaffirmed its commitment to promoting a workplace based on equal opportunities and inclusion. In addition, specific targets have been established through 2030 to advance gender equality, reduce the gender pay gap, and foster a more inclusive leadership model.

Nova’s efforts are further reinforced by the broader framework of United Group, which has adopted an official Diversity, Equity and Inclusion (DEI) Policy. The policy serves as a common framework for promoting equal opportunities, respect, and inclusion across the Group, supporting initiatives related to talent development, leadership, and employee engagement.

From Policies to Culture

A key component of Nova’s inclusion strategy is the “Nova Women” initiative, through which the company seeks to empower and support women employees in both their professional and personal journeys. The initiative is built around three core pillars: empowerment, wellness, and family.

Through these pillars, Nova aims to strengthen women’s professional development, participation, and representation in the workplace, creating the conditions for equal opportunities in growth and career advancement.

As part of its empowerment pillar, Nova invests in the continuous development of women employees and encourages their active participation. Through dialogue initiatives, reverse mentoring, training programs, and inspirational talks, the company creates opportunities for professional growth, knowledge sharing, and leadership development.

Nova’s commitment to equal opportunities is also reflected in the composition of its new hires, with women accounting for 33% of all recruits in 2024.

At the same time, through well-being and family-support policies, the company creates a work environment that meaningfully supports work-life balance. Benefits include:

• A monthly childcare allowance of €140 per child until enrollment in primary education.
• Five (5) additional days of leave for expectant mothers.
• Extended reduced working hours beyond statutory entitlements.
• Full remote-working flexibility for new parents with children up to six years old.

The development of a truly inclusive culture is also closely linked to continuous employee training and awareness raising. In 2024, Nova increased employee training hours by 73%, providing a total of 11,512 training hours and further supporting the continuous development and empowerment of its workforce. In addition, the company has set a target to integrate diversity and unconscious bias topics into its Leadership Development Program by 2026, with the objective of training approximately 200 senior leaders.

Nova stands out because it does not treat diversity and inclusion as isolated initiatives, but as an integral part of its corporate culture. Through policies, empowerment programs, training activities, and tangible employee benefits, the company creates a workplace where every individual can feel safe, accepted, and able to grow on equal terms. At the same time, it demonstrates that inclusion and equal opportunities are not only matters of corporate responsibility, but also key drivers of organizational resilience, trust, talent attraction and retention, and long-term sustainable growth.

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The initiative is based on the active participation of employees themselves, who are not merely the subject of company policies but active contributors to Nova’s inclusive culture through dialogue initiatives, reverse mentoring, training programs, inspirational talks, and leadership development programs.

Employees also participate in compliance training, awareness-raising activities, and initiatives such as Nova Women, which promote diversity, equality, and equal opportunities in the workplace.

Nova Telecommunications & Media Single Member S.A. – Greece

• Women held 33% of management positions in 2024, with a target of reaching 40% by 2030.
• The gender pay gap decreased from 18.7% in 2023 to 16.8% in 2024.
• Women accounted for 33% of all new hires in 2024.

Approximately 200 leaders are expected to receive training on diversity and unconscious bias by 2026.

• Strengthened organizational resilience through a culture of respect, trust, and equal opportunities.
• Creation of a safe and inclusive workplace free from exclusion and discrimination.
• Enhanced talent attraction, development, and retention.
• Increased participation of women and improved access to career development and leadership opportunities.
• Development of a more inclusive leadership and decision-making model.
• Support for Nova’s long-term sustainable growth.