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

Employment and integration of people with disabilities

Moreover, TAV Airports is one of the founding members of the Women in Technology Association (Wtech) launched on 31 January 2019 to increase the number of women working in the technology sector, enabling them to discover their individual potential and equal opportunities in the world of science and technology. The group is thus moving closer to the sustainable development goals of the UNDP Global Compact, by supporting the social development of the female workforce working in these areas and by revealing its contribution to the country’s economy. It provides role models for women, university and vocational high school students, creates models of cooperation with people and organizations, and leads public institutions to create opportunities to support these areas. Airport International Group (AIG) was awarded the “Gender Diversity Destination” award for private companies in Jordan in 2021. This competition supports companies as part of a five-year World Bank program for the economic participation of women in Jordan, Lebanon and Iraq. Companies have been invited to submit their plans to improve diversity and gender equality in the workplace. A winner, AIG benefits from consulting services, and an assessment of gender diversity of its workforce to enable the preparation of an action plan to facilitate the implementation of gender diversity objectives. The percentage of women is 16.9% and 22.9% for managers. MMIS conducted interviews between March and May 2022. A survey on the perception of equality in the company was conducted during the summer, with a response rate of 36% (150 responses). In view of the results and recommendations, targets will be set in 2023. This project illustrates the commitment to promote gender equality in the workplace and to increase the number of women in the Company, in particular in management and technical positions. AIG is also active in the UN Women program.

The ambition is to implement an employment policy that supports the people concerned in the acquisition of qualifications and by seeking professional opportunities useful to the development of their employability. The employment rate of people with disabilities, which no longer takes into account purchases from the sheltered sector, was 7.02% in 2020 and 7.19% in 2021. The 2022 rate will be calculated in April 2023 in conjunction with social organizations; it will be affected by departures in RCC. The agreement signed on 28 November 2019 for the 2020-2022 period, for Aéroports de Paris SA, included recruiting and support objectives. It was extended until 30 June 2023 by the amendment of 4 January 2023. It sets a recruitment commitment, for the three years of 12 permanent contracts, 4 fixed-term contracts, 6 work-study students, and 10 interns. In 2021, only one permanent hiring was completed (two in 2020). At the end of 2022, during the period of the agreement, five permanent hires were made, as well as that of a work-study student. Specialized partners are mobilized to promote the hiring of candidates with disabilities and the e-learning “Recruit without discrimination” was launched in December 2021 for recruitment players (managers, HR function). It will be extended to all employees. Priority hiring is provided, for equivalent professional skills, with a reduction, if possible, of diploma or qualification prerequisites. Finally, the commitment to training and support allows low skilled people to join a higher education course facilitating their employment in the job market, and/or recruitment by the Company if their training corresponds to a need to hire.

4

Objectives (for the duration of the agreement)

2022 results

2021 results

2020 results

2020-2022 commitments ADP SA

12

Permanent appointments

2

1

2

6 4

Work/study training contracts Assisted and fixed-term contracts

1

0 0 0

0 0 0

0 0

10

Internships

€0.8 million/year

Purchases of services

0.717

0.635

0.595

The objective is also to provide employees with disabilities with a quality of life at work identical to that of other employees, with concrete measures to improve job retention. The Quality of Life at Work survey conducted in 2019 highlighted career management and teleworking. In addition to the management common to all employees, reinforced reclassification measures are thus planned, to promote job retention, or re-employment in the event that reclassification within the Company is impossible. The Teleworking agreement benefited 25% of employees with disabilities in 2022 (13% in 2019).

Measures also facilitate working and living conditions: workstation adjustments, equipment, training, hours, transport and parking. A Yammer HandicADP community facilitates communication with the Disability Mission and exchanges between employees; a toll free number allows employees who so wish to obtain information on disability and personalized advice. A target of €800,000 in annual purchases from companies in the sheltered and protected sector: In 2022, for Aéroports de Paris SA, 716,832 euros of services by the adapted and protected sector, coming close target of €0.8 million per year on average (€635,000 in 2021 and €595,000

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