Equity, Diversity

and Inclusion Policy


This policy aims to promote diversity within Paynetics Group’s management body Board of Directors and Executive Management. Paynetics Group recognizes and embraces the benefits of a diversified management body as a pathway to improve the quality of its performance. The management of Paynetics is entrusted by the General Meeting of Shareholders to a Board of Directors elected for a four-year term of office, consisting of 7 directors elected by the shareholders at the GMS, either on the expiry of the mandate or specifically, in the event of one or more vacancies. The eligibility criteria in the Board of Directors are those stipulated in the specific legislation, as well as those stipulated in the Articles of Incorporation of Paynetics.

The management body is represented by the members of the Board of Directors and the Executive Management. In order to achieve sustainable and balanced development Paynetics considers the increased leadership diversity as an essential element in supporting the achievement of its strategic objectives. In designing the structure of the management body, in regard to issues of diversity we considered several criteria, among which (but not limited to): gender, age, cultural and educational profile, ethnicity, professional experience, skills, knowledge and work experience. All appointments to the management body are based on meritocracy, and applicants will be considered on the basis of objective criteria, taking into account the benefits of diversity within the company.


At Paynetics, we recognize the importance of fostering a diverse, equitable, and inclusive workplace. We are committed to creating an environment where all employees feel valued, respected, and empowered to contribute to the company’s success. This policy outlines our approach to promoting equity, diversity, and inclusion (EDI) in all aspects of our operations.

Paynetics pursues the following specific objectives:

  • Promote a Culture of Inclusion: Ensure that all employees feel welcomed and valued for their unique perspectives and contributions.
  • Enhance Diversity: Strive for a workforce that reflects the diverse communities we serve.
  • Advance Equity: Ensure fair treatment, opportunities, and advancement for all employees, while working to identify and eliminate any barriers that may exist.


This policy applies to all Paynetics employees, contractors, partners, and stakeholders.

Commitment to Diversity

  • Recruitment and Hiring: We are committed to employing a diverse workforce. Our recruitment processes will be designed to attract a broad pool of candidates from various backgrounds and ensure that all candidates have equal opportunities during the hiring process.

    Although the diversity and variety of experiences and views represented in the management body should always be taken into account, a candidate should not be selected or excluded, either exclusively or largely, on the grounds of race, color, gender, national origin or sexual orientation. In selecting a candidate, the company shall prioritize the skills, national and international experience or cultural profile that would complement the existing governing body, recognizing that Paynetics’ activities and operations are diverse and of an international nature with a pan European impact. Reflecting the international nature of payments, Paynetics’ directors and executive officers are citizens of European Member States. Most BT directors and managers come from domestic and international financial services environments. While the governing body should not adhere to a fixed number of directors, a governing body of 6-14 members, generally, provides a large and diverse group to address the important issues faced by the company, being at the same time small enough to encourage personal involvement and constructive discussion. The current directors and managers of Paynetics have been in management positions in various organizations, demonstrating their ability to exercise top management responsibilities and to steer the company. They were senior executives in the prestigious international institutions, where they developed skills and experience in terms of strategy and business development, innovation, operations, brand management, finance, compliance, decision-making and risk management. These skills, as well as the accumulated experience, enable them to provide a sound judgment of the problems faced by an international company in today’s environment. All members of the management body have also significant experience in corporate governance and complex business supervision through their status of executive managers, directors, administrators, or other relevant functions within other large institutions. All these skills and experiences are relevant to current strategies as well as to encourage Paynetics development, enabling managers and directors to provide diverse perspectives, valuable advice and critical points about new business opportunities, product launches, new markets, solutions for the problems faced by the institution, as well as those faced by the financial system at European level.

  • Measurable objectives concerning the maintenance of the standards of diversity in the management body of Paynetics.

    The selection of candidates is based on a range of diversity perspectives, including, but not limited to, gender, age, cultural and educational profile, ethnicity, professional experience, skills, knowledge and seniority. The final decision will be based on the merit and contribution that the selected candidates will bring to the governing body. The composition of the governing body (including gender, ethnicity, age, seniority) will be communicated periodically through the Paynetics website. The Board of Directors and the executive management of Paynetics perceive diversity as a factor in choosing members of the management body, acknowledging that the diversity promoted in its composition provides significant benefits to the company.

    The Board and the executive management use several criteria in selecting candidates for the position of director or manager, including background diversity. Paynetics considers that a possible eligible member of the management body should be able to work in an effective manner with people from different educational, cultural and business backgrounds and must have skills that complement the attributes of existing members.

    Paynetics also encourages the presence of women members within the governing body to ensure the balance and high performance of society. However, Paynetics believes that the appointment of a member within the governing body cannot be done solely based on gender, as such practices lead to the discrediting of its competence and independence. Therefore, we believe that the efficient and sustainable development of the company can be achieved by providing a framework for personal growth and development of women employees (under the same conditions as men).

  • Training and Development: We will provide ongoing training and development opportunities to help employees understand the importance of diversity and inclusion and to equip them with the skills to foster an inclusive workplace.

    Paynetics already ensures a space of sustainable growth of its employees through professional courses that are offered without discrimination of any kind based on: the needs of its employees, the types of work performed and the functions exercised.

Equity in the Workplace

  • Pay Equity: We are committed to ensuring pay equity across all levels of the organization. Regular audits will be conducted to identify and address any disparities.
  • Career Advancement: We will ensure that all employees have equal access to career development opportunities, including promotions, training, and mentorship programs.

Inclusion Practices

  • Inclusive Culture: We will promote a culture where every employee feels safe, valued, and respected. This includes respecting all aspects of diversity such as race, gender, age, sexual orientation, disability, and cultural background.
  • Employee Resource Groups (ERGs): We will support the formation and operation of ERGs to provide support and networking opportunities for employees from diverse backgrounds.

Addressing Discrimination and Harassment

  • Zero Tolerance: We have a zero-tolerance policy for any form of discrimination or harassment. All complaints will be taken seriously and addressed promptly.
  • Reporting Mechanisms: We will provide clear and accessible mechanisms for employees to report incidents of discrimination or harassment. These reports will be handled confidentially and with sensitivity.

Accountability and Monitoring

  • Leadership Responsibility: Leaders at all levels of the organization are responsible for promoting and modeling inclusive behavior. They will be held accountable for their efforts to advance EDI within their teams.

    Paynetics regularly monitors the European requirements related to the composition of the management body from a diversity perspective. In order to maintain and develop a balanced, functional and efficient management body, the company may, from time to time, consider other attributes, experiences or competences it considers relevant at the time of the decision. Thus, the Nomination Committee may consider diversity in the evaluation of candidates for membership in the governing body.

  • Performance Metrics: We will establish and track EDI-related performance metrics to assess the effectiveness of our policies and initiatives. Regular reports will be made available to all employees.

Continuous Improvement

  • Feedback and Review: We will regularly review and update this policy to ensure it remains effective and relevant. Employee feedback will be sought and incorporated into the review process.
  • Benchmarking: We will benchmark our EDI practices against industry standards and best practices to continuously improve our approach.


This policy will be communicated to all employees and stakeholders. Training sessions will be conducted to ensure understanding and compliance.


At Paynetics, we believe that diversity, equity, and inclusion are integral to our success. By embracing these principles, we aim to create a dynamic and innovative workplace where all employees can thrive. This policy reflects our commitment to making EDI a fundamental part of our organizational culture and operations.

Approval and Review

This policy has been approved by the Executive Team and will be reviewed annually to ensure ongoing relevance and effectiveness.

Contact Information: For any questions or further information regarding this policy, please contact the HR Department at HR@paynetics.digital.