2022 Universal Registration Document

Soc i al , env i ronmental and soc i etal respons i b i l i ty i nformat i on 4 PROVIDING THE GROUP AND ITS EMPLOYEES WITH THE MEANS TO CARRY OUT THE TRANSFORMATIONS NECESSARY FOR ITS SUSTAINABILITY AND ATTRACTIVENESS IN LINE WITH ITS SOCIAL AND ENVIRONMENTAL RESPONSIBILITY

management of the business lines is enhanced (engineering, maintenance, finance, IS). The mapping of jobs will reconcile the criticality of positions and the availability of skills. In the context of significant internal mobility, the training plan was adapted accordingly, according to the needs identified for employees. For international development , the lower activity and limited resources of the subsidiaries reduced the number of expatriates, both in 2021 and in 2020. In 2022, international activities did not result in a change in the number of expatriate employees. A dedicated review was carried out to identify individual career paths and succession plans. In 2022, the reflection on the strategy and the added value provided to all customers, led to the restructuring of the international consulting activities, by grouping the consulting activities of ADP International and the engineering activities of ADPI under the Group ADP Airport Services brand. By merging the Engineering and Services activities, Group ADP Airport Services brings together know-how across the entire airport value chain: infrastructure development, airport operations, and asset management. The objective is to coordinate and boost the development strategy of all subsidiaries, the offers of the TAV Airports and GMR partners and to export this expertise around the world under a common banner. The Human Resources component of the offer is reflected in an action plan linked to the coordination of an international pool. During annual appraisal interviews and career reviews, employees can express their desire for international mobility and their The plan to adapt the employment contracts and standards applicable to employees of Aéroports de Paris SA, not intended to eliminate positions, was the subject of an information and consultation of the Social and Economic Committee (CSE), then approved by the Regional and Interdepartmental Directorate for the Economy, Employment, Labour and Solidarity (ministry for Labor services) on 23 June 2021. Its terms and conditions were specified by an agreement with the representative trade unions on 13 July 2021. The wage moderation measures relate in particular to the reimbursement of transport costs (excluding public transport), and to the fact that seniority is not taken into account for certain salary items. They have been implemented gradually since September 2021. Individual promotions are maintained. Partial offsetting of the decrease compared to the compensation for 2019 is ensured (maximum loss of 5% for 2021 and 2022, 4% for 2023, 0% on 1 January 2024). Since 1 July 2022 (memoranda of understanding of 7 and 8 July 2022), this guarantee is implemented, without threshold, when a loss is recognized. For the other companies in the Group , the objective of maintaining employment has also underpinned the policies and decisions implemented as part of the State measures to protect employment and the measures taken by companies to help their employees during the crisis. However, given the persistence of the crisis, staff reductions were required in 2021. applications are examined to join the pool. Optimisation of employment costs

◆ develops its attractiveness and its Employer brand; ◆ incorporates measures at Group level; ◆ continues its actions for equality, the components of which are detailed below. Faced with a major drop in traffic, Aéroports de Paris SA implemented partial activity from 23 March 2020 to 30 June 2021, according to the system defined by the French State. The unanimous collective agreement of 28 July 2020 set more favourable compensation terms than those provided by the State. In this context, the company rolled out an important communication and information system for employees and managers, support and psychological support, as well as financial aid for the most disadvantaged employees. The overall management of the crisis is continuing through medium- and long-term structural measures to adapt human resources, both in terms of employment volume, and through wage moderation. Adaptation of resources To control costs and make it possible to adapt the organization, the collective agreement on mutually agreed termination (RCC) of 9 December 2020, made it possible to support, as mentioned above, 1,150 departures exclusively on a voluntary basis, without any redundancies for economic reasons resulting in departures before 1 January 2022. To implement its new strategic orientations, the Company reviewed all its organisations to adapt them to the reduction in staff and the need for agility. In this context, in 2022, the filling of positions, on a large scale, was carried out for the new organizations, in two movements. The internal mobility phase, based on the posting of all available positions, enabled employees to apply for jobs of interest to them. It resulted in 840 transfers, including 400 promotions. An exceptional volume of 592 external recruitments was scheduled, in order to have skills that did not exist internally. In 2022, this recruitment plan was implemented for 531 permanent hires, including 24 “Graduate program” (GP) hires (155 hires including 27 GP in 2021, 165 hires including two GP in 2020). It included 11 reclassifications for ADP Ingénierie’s PSE. The company uses various channels to attract and source as many candidates as possible. For example, it has been present since 2019 on the Welcome to the Jungle platform, which combines media and employment sites, with the distribution of offers and content specific to the Company (videos, podcasts, etc.); it is the 3 rd most consulted media on LinkedIn, with 18-35-year-olds constituting 80% of its audience. The company is also present on Golden Bees, Indeed (focused on maintenance, engineering, tech), LinkedIn, and the Glassdoor site. In addition, of the 531 recruitments, 66 were from internal co opting, focusing in particular on the maintenance (26) and safety (21) professions. The approach is structured by the Management of Jobs and Career Paths (GEPP) 2022-2025, for which an agreement was signed on 14 April 2022, unanimously by the representative trade unions. It is based in particular on a new reference framework for business lines and skills, which groups the Company’s business lines according to their purpose and the proximity of skills. The

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