Growthfund fosters an inclusive and welcoming workplace for all. Our team operates in a recognized center of excellence, awarded as a Great Place to Work®, situated in the “heart” of Athens.
Our people are our true human capital, driving value with passion and dedication. They contribute to the company’s overall success and development, as well as to the support of our subsidiaries and investments, thereby creating opportunities for personal growth. Beyond improving working conditions, infrastructure, and employee development through continuous training, Growthfund and its subsidiaries actively promote teamwork and collaboration by organizing various activities.
To support this, we have established a community among the Group’s Human Resources divisions to facilitate knowledge sharing and the adoption of best practices. This initiative aims to empower employees and drive strategic growth. This collective approach enhances engagement, strengthens collaboration, and aligns corporate objectives with the needs of our staff and Growthfund’s strategic guidelines.
Each of us, individually and collectively, embraces Growthfund’s mission and strives for excellence in everything we do. We care about our people and support them in making their mark, fostering a culture of diversity, inclusion, and integrity.
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Growthfund (standalone)
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||||||
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Employees’ training
|
||||||
|
2022
|
2023
|
|||||
|
Female
|
Male
|
Female
|
Male
|
|||
|
hours of training
|
169
|
0
|
113
|
41
|
||
|
number of employees trained
|
23
|
17
|
25
|
20
|
||
|
average training hours per employee
|
7,3
|
0,0
|
4,5
|
2,1
|
||
|
Growthfund (standalone)
|
||||||
|
Gender distribution per managerial level (%)
|
||||||
|
2022
|
2023
|
|||||
|
Female
|
Male
|
Female
|
Male
|
|||
|
Top Management
|
40%
|
60%
|
37%
|
63%
|
||
|
Middle Management
|
63%
|
37%
|
67%
|
33%
|
||
|
Employees
|
75%
|
25%
|
65%
|
35%
|
||
Growthfund is committed to continuous improvement and digital modernization, ensuring secure management of employee data, centralized information access, and easy report generation. To achieve this, Growthfund has implemented a Human Resource Management System (HRMS), which is also utilized by Growthfund’s subsidiaries.
This initiative has created a unified database, consolidating essential employee information to facilitate data management, processing, and electronic reporting. Employees can now easily access relevant announcements, manage their leave requests, and track their annual performance reviews.
For proper management and maintenance of candidate resumes, Growthfund uses an Applicant Tracking System (ATS) that adheres to data protection regulations. Additionally, employee document records are stored in digital form, meeting stringent requirements for data security.
The number of employees in Growthfund’s Group exceeds 25,000. The table below includes a breakdown of the employees in the subsidiaries and presented data have been sourced from the Human Resources Departments across the portfolio subsidiaries. For information regarding Growthfund’s minority shareholding participations (PPC, AIA, ETVA VIPE, HCDI) please visit their websites.
| 31.12.2022 | 31.12.2023 | 31.07.2024 | |
|---|---|---|---|
| TRANSPORT FOR ATHENS (OASA) | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| OASA Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
107 | 105 | 119 |
| Permanent employment | 107 | 105 | 105 |
| Fixed term employment | 14 | ||
| by gender | |||
| Female | 57 | 53 | 60 |
| Male | 50 | 52 | 59 |
| by age group | |||
| ≤30 | - | - | - |
| 31–50 | 54 | 47 | 38 |
| >50 | 53 | 58 | 81 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 21 | 21 | 21 |
| Men | 15 | 15 | 15 |
| Rest of personnel | |||
| Women | 36 | 32 | 39 |
| Men | 35 | 37 | 44 |
| New hires (during the year) | |||
| Women | 2 | - | 8 |
| Men | 3 | 1 | 7 |
| Departures (resignations during the year) | |||
| Women | 1 | 2 | 1 |
| Men | 6 | 1 | - |
| OASA Board of Directors | |||
| Executive Members | |||
| Women | 1 | 1 | 1 |
| Men | - | 1 | 1 |
| Non Executive Directors | |||
| Women | 1 | 1 | 1 |
| Men | 6 | 5 | 6 |
| TRANSPORT FOR ATHENS (OSY) | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| OSY Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
4,770 | 4,722 | 4,800 |
| Permanent employment | 4,764 | 4,694 | 4,579 |
| Fixed term employment | 6 | 28 | 221 |
| by gender | |||
| Female | 164 | 185 | 251 |
| Male | 4,606 | 4,537 | 4,549 |
| by age group | |||
| ≤30 | 37 | 27 | 32 |
| 31–50 | 2,377 | 2,170 | 2,069 |
| >50 | 2,356 | 2,525 | 2,699 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 33 | 35 | 38 |
| Men | 158 | 166 | 167 |
| Rest of personnel | |||
| Women | 131 | 150 | 213 |
| Men | 4,448 | 4,371 | 4,382 |
| New hires (during the year) | |||
| Women | 2 | 22 | 72 |
| Men | 37 | 105 | 171 |
| Departures (resignations during the year) | |||
| Women | 6 | 1 | 6 |
| Men | 176 | 174 | 159 |
| OSY Board of Directors | |||
| Executive Members | |||
| Women | |||
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | |||
| Men | 4 | 4 | 4 |
| TRANSPORT FOR ATHENS (STASY) | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| STASY Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
2,319 | 2,541 | 2,514 |
| Permanent employment | 2,319 | 2,324 | 2,292 |
| Fixed term employment | 217 | 222 | |
| by gender | |||
| Female | 494 | 619 | 626 |
| Male | 1,825 | 1,922 | 1,888 |
| by age group | |||
| ≤30 | 33 | 28 | 23 |
| 31–50 | 1,482 | 1,279 | 1,302 |
| >50 | 804 | 1,234 | 1,189 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 53 | 50 | 51 |
| Men | 92 | 89 | 88 |
| Rest of personnel | |||
| Women | 441 | 569 | 575 |
| Men | 1,733 | 1,833 | 1,800 |
| New hires (during the year) | |||
| Women | 11 | 143 | 13 |
| Men | 11 | 152 | 21 |
| Departures (resignations during the year) | |||
| Women | 7 | 10 | 13 |
| Men | 51 | 54 | 58 |
| STASY Board of Directors | |||
| Executive Members | |||
| Women | - | - | - |
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | 2 | 2 | 2 |
| Men | 4 | 4 | 4 |
| GAIAOSE | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| GAIAOSE Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
15 | 16 | 15 |
| Permanent employment | 15 | 16 | 15 |
| Fixed term employment | |||
| by gender | |||
| Female | 6 | 6 | 6 |
| Male | 9 | 10 | 9 |
| by age group | |||
| ≤30 | |||
| 31–50 | 10 | 11 | 10 |
| >50 | 5 | 5 | 5 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 2 | 2 | 2 |
| Men | 8 | 9 | 9 |
| Rest of personnel | |||
| Women | 4 | 4 | 4 |
| Men | 1 | 1 | |
| New hires (during the year) | |||
| Women | |||
| Men | 1 | ||
| Departures (resignations during the year) | |||
| Women | |||
| Men | 1 | ||
| GAIAOSE Board of Directors | |||
| Executive Members | |||
| Women | 1 | ||
| Men | 1 | 1 | |
| Non Executive Directors | |||
| Women | 1 | 1 | 1 |
| Men | 3 | 4 | 4 |
| ELTA | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| ELTA Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
3,141 | 3,066 | 3,014 |
| Permanent employment | 3,033 | 2,984 | 2,947 |
| Fixed term employment | 108 | 82 | 67 |
| by gender | |||
| Female | 1,263 | 1,234 | 1,223 |
| Male | 1,878 | 1,832 | 1,791 |
| by age group | |||
| ≤30 | 34 | 27 | 19 |
| 31–50 | 1,219 | 1,203 | 990 |
| >50 | 1,888 | 1,836 | 2,005 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 240 | 240 | 238 |
| Men | 204 | 213 | 205 |
| Rest of personnel | |||
| Women | 1,023 | 994 | 985 |
| Men | 1,674 | 1,619 | 1,586 |
| New hires (during the year) | |||
| Women | 12 | 2 | 2 |
| Men | 40 | 31 | 13 |
| Departures (resignations during the year) | |||
| Women | 51 | 30 | 12 |
| Men | 116 | 74 | 53 |
| ELTA Board of Directors | |||
| Executive Members | |||
| Women | - | - | - |
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | 2 | 2 | 2 |
| Men | 5 | 5 | 5 |
| ELTA COURIER | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| ELTA COURIER Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
185 | 165 | 160 |
| Permanent employment | 151 | 148 | 145 |
| Fixed term employment | 34 | 17 | 15 |
| by gender | |||
| Female | 63 | 54 | 52 |
| Male | 122 | 111 | 108 |
| by age group | |||
| ≤30 | 2 | - | - |
| 31–50 | 114 | 97 | 94 |
| >50 | 69 | 68 | 66 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 5 | 5 | 4 |
| Men | 8 | 6 | 8 |
| Rest of personnel | |||
| Women | 58 | 49 | 48 |
| Men | 114 | 105 | 100 |
| New hires (during the year) | |||
| Women | 2 | ||
| Men | 4 | 1 | 1 |
| Departures (resignations during the year) | |||
| Women | 3 | 9 | 2 |
| Men | 11 | 12 | 4 |
| ELTA COURIER Board of Directors | |||
| Executive Members | |||
| Women | |||
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | 3 | 2 | 2 |
| Men | 3 | 3 | 3 |
| 5G VENTURES | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| 5G VENTURES Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
10 | 10 | 8 |
| Permanent employment | 10 | 10 | 8 |
| Fixed term employment | |||
| by gender | |||
| Female | 4 | 4 | 3 |
| Male | 6 | 6 | 5 |
| by age group | |||
| ≤30 | - | - | - |
| 31–50 | 4 | 3 | 3 |
| >50 | 6 | 7 | 5 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | - | - | - |
| Men | 5 | 5 | 4 |
| Rest of personnel | |||
| Women | 4 | 4 | 3 |
| Men | 1 | 1 | 1 |
| New hires (during the year) | |||
| Women | 2 | 1 | - |
| Men | - | - | - |
| Departures (resignations during the year) | |||
| Women | 1 | 2 | - |
| Men | 1 | - | 1 |
| 5G VENTURES Board of Directors | |||
| Executive Members | |||
| Women | - | - | - |
| Men | 4 | 4 | 4 |
| Non Executive Directors | |||
| Women | 1 | 1 | 1 |
| Men | 2 | 2 | 2 |
| TIF - HELEXPO | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| TIF HELEXPO Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
72 | 85 | 86 |
| Permanent employment | 60 | 63 | 75 |
| Fixed term employment | 12 | 22 | 11 |
| by gender | |||
| Female | 37 | 48 | 48 |
| Male | 35 | 37 | 38 |
| by age group | |||
| ≤30 | 8 | 10 | 8 |
| 31–50 | 18 | 36 | 41 |
| >50 | 46 | 39 | 37 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 18 | 15 | 15 |
| Men | 16 | 13 | 14 |
| Rest of personnel | |||
| Women | 19 | 33 | 34 |
| Men | 19 | 24 | 23 |
| New hires (during the year) | |||
| Women | 5 | 5 | 4 |
| Men | 2 | 3 | 3 |
| Departures (resignations during the year) | |||
| Women | 4 | 2 | - |
| Men | 2 | 5 | - |
| TIF HELEXPO Board of Directors | |||
| Executive Members | |||
| Women | |||
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | 1 | 2 | 2 |
| Men | 11 | 10 | 10 |
| CMFO | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| CMFO Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
75 | 68 | 67 |
| Permanent employment | 74 | 67 | 66 |
| Fixed term employment | 1 | 1 | 1 |
| by gender | |||
| Female | 16 | 16 | 15 |
| Male | 59 | 52 | 52 |
| by age group | |||
| ≤30 | 2 | 2 | 1 |
| 31–50 | |||
| >50 | 73 | 66 | 66 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 3 | 3 | 3 |
| Men | 15 | 15 | 15 |
| Rest of personnel | |||
| Women | 13 | 13 | 12 |
| Men | 44 | 37 | 37 |
| New hires (during the year) | |||
| Women | - | - | - |
| Men | 1 | - | 1 |
| Departures (resignations during the year) | |||
| Women | - | - | 1 |
| Men | 7 | 1 | 1 |
| CMFO Board of Directors | |||
| Executive Members | |||
| Women | - | - | - |
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | 1 | 1 | 1 |
| Men | 8 | 8 | 8 |
| CMT | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| CMT Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
20 | 18 | 17 |
| Permanent employment | 18 | 16 | 15 |
| Fixed term employment | 2 | 2 | 2 |
| by gender | |||
| Female | 7 | 6 | 5 |
| Male | 13 | 12 | 12 |
| by age group | |||
| ≤30 | - | - | - |
| 31–50 | 7 | 7 | 6 |
| >50 | 13 | 11 | 11 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 1 | 1 | 1 |
| Men | 4 | 4 | 5 |
| Rest of personnel | |||
| Women | 6 | 5 | 4 |
| Men | 9 | 8 | 7 |
| New hires (during the year) | |||
| Women | - | - | - |
| Men | - | - | 1 |
| Departures (resignations during the year) | |||
| Women | 1 | - | 1 |
| Men | - | 1 | - |
| CMT Board of Directors | |||
| Executive Members | |||
| Women | - | - | - |
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | 2 | 1 | 1 |
| Men | 7 | 8 | 8 |
| HELLENIC SALTWORKS | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| HELLENIC SALTWORKS Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
27 | 25 | 24 |
| Permanent employment | 26 | 24 | 23 |
| Fixed term employment | 1 | 1 | 1 |
| by gender | |||
| Female | 6 | 6 | 5 |
| Male | 21 | 19 | 19 |
| by age group | |||
| ≤30 | - | - | - |
| 31–50 | 3 | 2 | 2 |
| >50 | 24 | 23 | 22 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 5 | 5 | 5 |
| Men | 18 | 17 | 17 |
| Rest of personnel | |||
| Women | 1 | 1 | - |
| Men | 3 | 2 | 2 |
| New hires (during the year) | |||
| Women | |||
| Men | 1 | ||
| Departures (resignations during the year) | |||
| Women | 1 | ||
| Men | 2 | 1 | |
| HELLENIC SALTWORKS Board of Directors | |||
| Executive Members | |||
| Women | |||
| Men | 1 | 1 | 1 |
| Non Executive Directors | |||
| Women | 2 | 2 | 2 |
| Men | 6 | 6 | 6 |
| HPPC | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| HPPC Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
372 | 258 | 246 |
| Permanent employment | 347 | 255 | 243 |
| Fixed term employment | 25 | 3 | 3 |
| by gender | |||
| Female | 190 | 141 | 137 |
| Male | 182 | 117 | 109 |
| by age group | |||
| ≤30 | 6 | 1 | - |
| 31–50 | 189 | 160 | 151 |
| >50 | 177 | 97 | 95 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 39 | 43 | 40 |
| Men | 48 | 42 | 38 |
| Rest of personnel | |||
| Women | 151 | 98 | 97 |
| Men | 134 | 75 | 71 |
| New hires (during the year) | |||
| Women | 9 | 1 | 1 |
| Men | 3 | 1 | 1 |
| Departures (resignations during the year) | |||
| Women | 66 | 43 | 5 |
| Men | 100 | 59 | 8 |
| HPPC Board of Directors | |||
| Executive Members | |||
| Women | - | 1 | 1 |
| Men | 1 | 1 | - |
| Non Executive Directors | |||
| Women | 1 | 3 | 3 |
| Men | 4 | 3 | 3 |
| HRADF | 31.12.2022 | 31.12.2023 | 31.07.2024 |
| HRADF Employees | |||
| Total number of employees (with a dependent employment relationship or Fixed Remuneration) |
81 | 90 | 100 |
| Permanent employment | 79 | 84 | 93 |
| Fixed term employment | 2 | 6 | 7 |
| by gender | |||
| Female | 48 | 55 | 63 |
| Male | 33 | 35 | 37 |
| by age group | |||
| ≤30 | 3 | 8 | 11 |
| 31–50 | 51 | 59 | 65 |
| >50 | 27 | 23 | 24 |
| by managerial level | |||
| Management Executives (up to Director level) | |||
| Women | 5 | 5 | 5 |
| Men | 10 | 13 | 13 |
| Rest of personnel | |||
| Women | 43 | 50 | 58 |
| Men | 23 | 22 | 24 |
| New hires (during the year) | |||
| Women | 10 | 14 | 8 |
| Men | 6 | 6 | 2 |
| Departures (resignations during the year) | |||
| Women | 4 | 7 | - |
| Men | 3 | 3 | - |
| HRADF Board of Directors | |||
| Executive Members | |||
| Women | - | - | - |
| Men | 2 | 2 | 2 |
| Non Executive Directors | |||
| Women | 2 | 2 | 2 |
| Men | 3 | 3 | 3 |
With regards to freedom of association and the right to collective bargaining, the Greek legislation is establishing the rights of association and is providing for the employers’ obligation to facilitate the associated employees in exercising their right in association. (i.e. Law 1264/1982 as amended and currently in force) Moreover, Council of Europe’s “European Social Charter” was ratified by the Greek Parliament with law 4359/2016. Hence, the above are, among others, enforced to Growthfund as a company operating in Greece, and also to its portfolio subsidiaries where Collective Labor Agreements are been regularly negotiated with employees’ unions.