Annual Financial Report of 31 December 2021
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Company applies diversity policy in order to promote an appropriate level of differentiation in the Board of Directors and
a diverse group of members. Through the accumulation of a wide range of qualifications and skills in the selection of the
members of the Board of Directors, the variety of views and experiences is ensured in order to make the right decisions.
The Suitability Policy is included / referred to in the diversity policy, to ensure that it has been taken into account when
appointing new members of the Board. Adequate gender representation of 25% of all members of the Board of Directors
is explicitly provided, and based on the current fifteen-member Board of Directors the minimum number of women or
men is three (3) and no exclusion is applied due to gender, race, color, ethnic or social origin, religion or belief, property,
birth, disability, age or sexual orientation. The Company elaborates and investigates the terms and conditions of further
specialization of these diversity criteria and the relevant objectives and schedule, the finalization of which, due to the
scope and nature of the Company's activities, is estimated to require additional time from the leaked adoption of the
Code to date. It is estimated that there is no risk from this deviation, as long as it exists.
− Regarding the Special Practice of par. 2.2.21 - 2.2.23 (on the election of the Chairman of the Board of Directors from
among the independent non-executive members, otherwise the appointment of one of the independent non-executive
members, either as vice chairman (Senior Independent Director), in case the President is elected by the non-executive
members): The current Board of Directors of the Company, of which the Chairman is a non-executive member, and the
Vice-Chairman is an executive member, was elected by the Ordinary General Meeting of Shareholders of the Company
on 24.05.2021, i.e. before the entry into force of Law 4706/2020 (17.07.2021). The capacity of the Chairman as a non-
executive member is in accordance with the provision of par. 1 of article 8 of Law 4706/2018 which stipulates that the
Chairman of the Board of Directors is a non-executive member. In view of the next election of a new Board of Directors
of the Company, after the end of the current term, the Company will examine, whether it is appropriate and under what
conditions it is possible, to comply with the above Special Practice. It is estimated that there is no risk from this deviation,
for as long as it exists.
− Regarding the Special Practice of par. 2.3.1 - 2.3.3 (regarding a framework for filling positions and succession of the
members of the Board of Directors): The Company is in the process of elaborating and designing a framework / plan for
filling positions and succession of its members Board of Directors, for adoption and implementation, to comply with the
above Special Practice, which is estimated to be completed within the current year. Until then, according to the
consistently followed practice of the Company in all cases of replacement of missing members of its Board of Directors,
for the executive members of the Board of Directors who are in charge of the management and the achievement of the
Company's purpose and are mainly Company executives with a paid employment relationship, the Human Resources
Divisions of the Company ensure the permanent availability of candidates, from the existing executive staff of the
Company, to fill the positions of the executive members of the Board of Directors. As for the succession of the
independent, in particular, members of the Board of Directors and the members of the Company's Committees (which
are composed by a majority of independent members) the Remuneration and Nomination Committee of the Company
takes care of the identification and evaluation, according to principles of the approved Suitability Policy of the Company,
of persons as possibly available as suitable candidates for members of the Board of Directors, whenever there is a
question of replacement of existing members of the Board of Directors, in combination with the periodic evaluation of
the fulfillment of suitability requirements and, above all, independence. It is estimated that there is no risk from this
deviation, for as long as it exists, according to the above.
− Regarding the Special Practice of par. 2.4.7 (regarding the fact that the member of the remuneration committee
who will be appointed as its Chairman, must have served in the committee as a member for at least one year): The
Chairman of the Remuneration and Nomination Committee of the Company (appointed by the Board of Directors of the
Company on 26.05.2021 and formed in a body on 28.05.2021, after the election of the existing Board of Directors of the
Company by the Ordinary General Meeting of its shareholders on 24.05.2021) is an independent non-executive member
of the Board of Directors, elected for the first time as a member of the Board of Directors of the Company. Therefore, he
has not served on the Remuneration and Nomination Committee of the Company as a member for at least one year
before his appointment as Chairman. The same applies to all existing independent non-executive members of the Board
of Directors, none of whom has served in the Remuneration and Nomination Committee of the Company as a member
for at least one year. Therefore, based on the existing composition of the Board of Directors, it is not possible to comply
with the above Special Practice. It is estimated that there is no risk from this deviation, for as long as it exists.
− Regarding the Special Practice of par. 3.3.3, 3.3.4, 3.3.5 and 3.3.8 (regarding the annual evaluation of the Board of
Directors), it is noted that the planned evaluation of the Board of Directors on an annual basis mainly concerns Boards of
Directors with a term of office longer than one year. In the case of the Company, the relevant discrepancy does not exist
in principle, but may occur, for practical reasons, due to the fact that the term of the Board of Directors of the Company,