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

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

2021); 9 micro-learning Inclusion, including “Equality” and “Harassment” for all employees (since October 2021); ◆ the contact persons for the fight against sexual harassment and sexist behaviour were appointed. The “0 tolerance” policy, posted on the HR intranet, provides awareness-raising tools and internal and external stakeholders/contacts. A manager training and awareness-raising system for all employees will be rolled out in 2023. 2. Improving gender diversity for all business lines and at all levels of responsibility: the aim is to recruit and promote women to positions of responsibility. In 2022, the percentage of women working for Aéroports de Paris was stable at 36.6% (36.9% in 2021, 37.8% in 2020 and 37.6% in 2019). The proportion of female managers is 37.8% (37.5% in 2021, 37.9% in 2020, and 37.3% in 2019). The strict reduction in recruitment in 2020 and 2021 and the prioritisation of technical and regulatory jobs impacted the proportion of women: 32.7% in 2020 and 32.6% in 2021. This trend continued in 2022, with a share of 31.3% overall. On the other hand, for executives, the proportion of women was 45.3% (31.6% in 2021, 39.3% in 2020), compared to 22% for OETAM). For the Graduate Program, the 2020-2022 target was 60%. In 2020, only two recruitments were made, a woman and a man. In 2021, out of the 27 new hires, nine were women, i.e. 33%. In 2022, this rate was 46%. Lastly, the percentage of young women employed in work-study contracts was 44% (38% in 2021, and Greater gender diversity within all business lines should enable women to benefit from more career opportunities, thus encouraging an increase in the number of women promoted to positions of responsibility. The actions of the “Elles bougent” sponsors led to a significant increase in the number of women in technical professions: 18.4% in 2018 and 20% in 2019 and 2020, and 20.5% in 2021 (+5.7 points in 10 years), despite the persistent scarcity of certain profiles on the job market, with a share of 24.5% of women in these hires in 2021. In 2022, the percentage of women in technical occupations was 20.9%, with women hiring at 23.7%. PROMOTING WOMEN, IDENTIFYING AND SUPPORTING HIGH-POTENTIAL WOMEN The Company is committed to supporting women whose development potential has been identified, and more specifically in accessing and taking up positions of high responsibility. The 2020-2022 agreement retained the target of 40% women in promotions. For the company as a whole, this share was 38.6% in 2022 (31.2% in 2021, and 35% in 2020). 40% in 2020), for a target of 45%. MOBILITY TO ALL BUSINESS LINES

with colleagues, and external or co-contracting partners of Aéroports de Paris; it includes the obligation to base decisions on transparent and objective criteria, and to ensure compliance with the principles of equal treatment and non-discrimination. Lastly, the Group’s whistle-blowing system includes alerts on discrimination. These provisions are a continuation of previous diversity agreements to which the Company is committed: the employment of people with disabilities (first agreement in 1991), professional equality (2003), retention of seniors in employment (since 2009), as well as the signing of the “PAQTE 1 ” to promote socio-cultural and geographical diversity. The provisions relating to the employment of young people and seniors are included in the collective agreement of 14 April 2022 on the forward planning of jobs and skills (GPEC). The integration and support of young people, as well as the professionalization and retraining of employees, regardless of their age, are at the heart of the training programs. The Disability and Gender Equality agreements provide that each department draws up an action plan, with a common basis: communicate with managers and employees on diversity commitments, achieve 90% achievement of the “recruit without discrimination” module, and strengthen responsible purchasing. It will be supplemented by one or more objective(s), depending on the issues or challenges of each department. Gender equality in the workplace For Aéroports de Paris SA, the 2020-2022 collective agreement of 18 November 2019 renewed the Company’s commitments; it maintained the ambition to create conditions that make it possible to achieve gender parity, a societal and performance issue. The agreement was extended until 30 June 2023 by the amendment of 4 January 2023. The actions are broken down into four axes : 1. Mobilise stakeholders and change mentalities: awareness raising and training actions concern, in particular: ◆ International Women’s Day, on 8 March, was an opportunity to intervene as close as possible to employees: promotion of women in technical professions (2019), highlighting of inspiring women: Virginie Guyot, first woman leader of the Patrouille de France and women in the Group (2020), Claudie Haigneré (2022), ninth Network and Career Forum for Women (2021); ◆ the “Elles bougent” sponsors, engineers and technicians, raise awareness among middle school and high school students to work in these areas: forums, Innovatech challenge, thematic workshops, the Paris Air Show, Women’s Engineers Forum; ◆ training modules: “Preventing sexism in the workplace” (2017-2019); e-learning “Recruit without discrimination” for recruitment players and work-study tutors (since the end of

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1 Commitment of companies within the framework of the urban policy.

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