2022 Universal Registration Document

Corporate Governance 3 CORPORATE GOVERNANCE REPORT ADOPTED BY THE BOARD OF DIRECTORS ON 15 FEBRUARY 2023

3 . 1 CORPORATE GOVERNANCE REPORT ADOPTED BY THE BOARD OF DIRECTORS ON 15 FEBRUARY 2023

3.1 .1 . COMPENSATION

3.1.1.1 Compensation policy for 2023 of the executive corporate officers referred to in Article L. 22-10-8 of the French Commercial Code

The conflicts of interest management policy is set out in the Section “Operation of the Board of Directors” 5 th paragraph, below. We propose that you approve the compensation policy as presented in this report. Note that the approval of the General Meeting will be required for any changes to the components of compensation already approved by the General Meeting, and for the renewal of Augustin de Romanet’s term of office as Chairman and CEO. Should the General Meeting of 16 May 2023 fail to approve the resolution on the 2023 compensation policy for the executive corporate officer, the policy previously approved by the General Meeting of 17 May 2022 in application of article L. 22-10-8 of the French Commercial Code will continue in effect. The Board of Directors will submit a draft resolution on a revised compensation policy for approval to the next Annual General Meeting. The gross annual amount of the Chairman and CEO’s fixed compensation for the year 2023 is set, unchanged, at €350,000. The Chairman and CEO’s maximum annual gross variable compensation is set at €100,000, unchanged. This portion is based on: Two quantitative objectives: ◆ amount of Group EBITDA (25%); ◆ net debt/Group EBITDA ratio (25%). The performance level for each of these objectives ranges from 0.7 to 1.1 (variable portion zero if the level is less than 0.7). The target levels (100% achievement) correspond to the approved budget for 2023. Two qualitative objectives: ◆ continued deployment of the 2022-2025 strategic roadmap, securing of the industrial model and preparation for the Olympic Games (weighting = 25%): the achievement is materialised by the development of the three areas provided for by the plan: ◆ imagining the sustainable airport of tomorrow, ◆ building a global, integrated and responsible group, ◆ innovate, support and empower, particularly in the management of human resources and recruitment, and by the implementation of measures that must be anticipated from 2023 for the smooth running of the 2024 Olympic Games;

Pursuant to article L. 22-10-8 of the French Commercial Code, the Board of Directors submits to the approval of the General Meeting the compensation policy which describes all the components of the fixed and variable compensation of the Chairman and CEO and explains the decision-making process followed for its determination, review and implementation, for the 2023 financial year. The compensation policy is in line with Decree no. 2012-915 of 26 July 2012 amending that of 9 August 1953 which capped the compensation of corporate officers of public companies to which this Decree is applicable, including Aéroports de Paris, at €450,000. It consists of a fixed and of a variable portion. The allocation of the variable portion is based on the achievement of quantitative and qualitative objectives related to the corporate strategy. The Group’s strategy is part of the promotion of a new airport model, with a long-term perspective, after two years of an exceptional and lasting crisis. Hospitality for the travelling customer remains at the heart of the Company’s concerns, with increased attention paid to the components of travel: simplicity and fluidity, health and safety, comfort and quality of experience. It must be in line with societal and environmental expectations. The strategic plan for 2022-2025 “2025 Pioneers” organises and makes this ambition possible, and its implementation in 2022 is a major objective. It is thus a new joint industrial project, on the scale of a multi-local group, which must be built, and secured economically (economic performance indicators: amount of the Group EBITDA and net debt/Group EBITDA ratio). In a social, environmental and societal and context requiring a sustainable model, and relying on each employee, the Company is renewing and developing its social commitments, in particular for supporting employees in the transformation of the Group, and its environmental commitments, particularly for the climate and biodiversity. Proposed compensation is in line with this strategic framework and the social and environmental criteria for its variable portion are included in the ESG strategy, examined by the ESG Committee and validated by the Board of Directors and presented to investors (Airports for trust - 29 March 2022). For the 2023 financial year, it was approved by the Board of Directors on 14 December 2022, on the advice of the Compensation, Appointments and Governance Committee (CRNG). It was submitted on 27 December 2022 to the Minister of the Economy under Article 3 of Decree no. 53-707 of 9 August 1953, as amended.

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AÉROPORTS DE PAR I S / UN I VERSAL REG I STRAT I ON DOCUMENT 2022