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

SUMMARY OF THE QUANTITATIVE TARGETS SET BY THE AGREEMENT:

Objectives (for the duration of the agreement)

2022 results

2021 results

2020 results

2020-2022 commitments ADP SA

45%

44%

38%

40%

Percentage of women on apprenticeship and professional training contracts

60%

Percentage of women hired from the Graduate Program

46% (11/24) 100% (9/16)

33% (9/27) 100% (1/1)

50% (1/2)

100%

100% (7/10)

Process all requests for salary adjustments/number of requests and adjustments

40%

Percentage of female within promotions

39%

31%

35%

For the governing bodies , on 18 December 2020, the Board of Directors adopted the 2021-2023 gender diversity policy and its objectives: to increase the proportion of women to 33% on the Executive Committee and to 40% for all management committees. The percentage of women on the Executive Committee quadrupled in two years, from 8% in 2019 to 33% at 31 December 2021; however, this share has been reduced to 25% since September 2022, with the appointment of a male director to replace the female Director of Communications and that of the General Counsel to the Executive Committee. For the Management Committees, four out of 15 exceeded the target of 40% female representation at the end of 2022. Four are at least at 30%; the lowest rate increased from 9% in 2021 to 20%. Thanks to this progress, Aéroports de Paris SA ranked 28 th in the 2021 ranking of women in governing bodies of the SBF 120, published in 2022, (23 rd in 2020 and 59 th in 2019). 3. Guaranteeing equal pay, notably at key times , at recruitment and when awarding individual pay increases, as well as through adjustments to rectify any unjustified differences, in accordance with a specific procedure. Particular attention is paid to compensation: the gap in basic pay between women and men has been decreasing since 2015 (3.7%). It decreased from 3.4% in 2016 to 3% in 2017 and to 2% in 2018 and 2019. In 2021, this difference was 1.6%. The score of the gender equality index, in application of the law of 5 September 2018 on the freedom to choose one’s professional future, is 88 points out of 100. The decrease of 1 point compared to the three previous years is due to the mechanical effect of the age structure in the calculation of the indicator (average for companies with more than one thousand employees in 2021: 89). 4. Act in favour of work-life balance (maintenance of compensation for paternity leave, identical to maternity leave, parental part-time work chosen and overpaid, until the child is six years old, instead of the legal age of three, nursery places, CESU financing). The feminization of jobs in the digital sector is an important issue to which the Hub One Group wishes to respond – in 2022, 27.3% of Hub One’s workforce were women (28% in 2021). A pillar of the Group’s social and societal CSR policy, gender equality is reflected in concrete actions defined by a professional equality agreement renewed in 2019. The Group is continuing its actions and commitments to improve these issues and has set objectives and action plans for the years 2022-2025, particularly in view of

the decline in the Professional Equality indicator. The Hub One Group focuses on three priorities: ◆ Recruitment: attracting female talent: encourage the feminization of technical professions by developing partnerships with schools and associations (partner of Elles Bougent since 2018, developing recruitment efforts for women and setting up conditions conducive to attractiveness, continuing to increase the number of women in governing bodies); ◆ Training and awareness-raising: developing the employability of women in digital professions: highlight female talent, continue to raise awareness and train managers on discrimination and equal opportunities, support women in retraining, particularly in the IT field; preparation of the Feminisons competition for a middle school class. ◆ Compensation and working conditions: support and build loyalty by ensuring a balance between private and professional life: reduce the pay gap between women and men to achieve equal pay in a comparable situation, promote the transition to part-time work for personal convenience, ensure the balance between professional and private life in the daily arrangements of working time, remain attentive to meeting hours as part of working hours. For Société de Développement Aéroportuaire , a reflection is underway on professional equality, in particular on the salary component. The 2022 professional equality index was 99/100. In 2016, TAV Airports committed to complying with the Women’s Empowerment Principles (WEP). Since then, to promote diversity in the workplace, all HR processes have been assessed and certified in accordance with the equal opportunities model developed by the Women Entrepreneurs Association of Turkey (KAGIDER). The Group attaches great importance to the diversity of men and women within management and ensures that it is maintained by increasing the proportion of women among senior managers. A “topex” list provides information on their skills, for assignment to management positions. The percentage of women is 27.7% (26% in 2021 and 25% in 2020) and 27.4% for managers (28% in 2021). The proportion of women in the holding, where administrative staff is more concentrated, is 43.3% (42% in 2021 and 36% in 2020) and 39.6% for management. The Board of Directors has included three women since 2018, vs. one in 2017.

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