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

On-boarding programs and tutors have been pu t in place, with a particular focus on their training. Lastly, the agreement includes provisions to assist these people with access to housing (help in the search for social housing, Mobili Pass, Loca pass and Mobili jeune) and their mobility (provision of vehicles in conjunction with the Papa Charlie association). Geographic and socio-cultural diversity is part of the PAQTE (The Pact with Neighbourhoods for All Companies): ◆ a target rate of work-study students from priority urban development districts (QPV) of 20%: achieved 2022: 7.4%, (8.7% in 2021 and 11% in 2020); ◆ objective for third-year interns frompriority urban development districts of 66%: achieved in 2022: 10.1% (16.6% in 2021 and 9% in 2020); and partnerships with apprentice training centres, Promeo in 2021 (work-study classes in maintenance) and local initiatives with the Maisons de l’Environnement. The company pays part of the apprenticeship tax to organizations promoting trades, initial technological or vocational training, integration and certain associations ( e.g. Article 1, Apprentis d’Auteuil, Écoles de la 2 e Chance, and the Fondation pour un avenir ensemble). In 2022, Hub One welcomed 25 new work-study students (49 in 2021 and 34 in 2020). TAVAirports has set up the “NTAV” project of career opportunities for young people. Meetings are organized with the student clubs of major universities, as part of the Company’s university collaborations: participation in panels for face-to-face meetings, to talk about the Group and listen to students. In addition, a one year process is offered to new graduates of these universities who have the desired characteristics, after a preselection. In addition to project training, development opportunities are also offered: internal mentoring, participation in projects. An employment opportunity is offered to those who have successfully completed and submitted their work at the end of the project. For AIG , a training program for recruitment is the subject of an agreement with the Ministry of Labour and Al Jizah, the local authority where the airport is located. Young people are trained for one year by AIG, with a high probability of being recruited if the opportunity for employment exists. In 2022, the Training Leads to Hiring program trained four interns, one of whom was hired in IT and two others are potential candidates. It will continue in 2023. Internship opportunities in CSR, marketing, IT, and customer experience were offered with possible hiring. Two agreements were signed with a professional training academy to provide trainees for the facilitation of crossings (more than 20 trainees) and for the functional test of boarding gates (e-gates) where 15 trainees were trained. These internships are considered as a pool of resources (some have already been hired). In addition, the AIG Foundation’s Hirfati training centre receives young people for vocational training with a certificate, after passing the official examination of the Ministry of Labour.

in 2020). The services are very diverse in nature (cleaning of vehicles, collection of light waste, care of green spaces, small building maintenance projects, plan updates, post management, administrative work, catering and food trays, etc.) and 92% are covered by multi-year contracts. The work of the Disability Mission and the Purchasing Department, the involvement of recently recruited specifiers as well as the restart of activity, are the keys to the success of developing and perpetuating purchases with the sheltered and protected work sector. These results are also the result of the collaboration with GESAT (association, network of companies in the sheltered and protected sector: establishments and services providing assistance through work and sheltered companies), a major player in the sector, facilitating the relationship between Aéroports de Paris, its client counterparts and service providers. For Hub One , a Charter is being drawn up, covering recruitment in particular. Awareness sessions and “Handi Cap Hub” communication actions have already been carried out. For example, in October 2022, an event around Cécifoot (blind football), with the participation of a Paralympic athlete, brought together Hub One employees. In Jordan, AIG’s recruitment policy offers opportunities for candidates with disabilities. To implement the integration, reception and working conditions of people with disabilities, by promoting a favourable working environment, actions relate to the appointment of a contact responsible for coordination with the Higher Council for Disabled People and reporting on their working conditions, and on the establishment of guidelines to support disabled people (use, replacement, maintenance of devices and aids, etc.). Employment of young people With the new three-year GEPP agreement of 14 April 2022, the Company is continuing its proactive policy in favour of the recruitment of young people. It confirms the approach to developing work-study programs and its societal commitment to support them, by offering them the possibility of a significant first professional experience. Work-study programs are also one of the best ways to develop and attract new skills. The commitment included in the GEPP agreement is a rate of young people on work-study contracts of 3% by the end of the period of the agreement, with the aim of moving towards a rate of 3.5%. At the end of 2022, this rate was 3.9%. The Graduate Program is also being continued and strengthened by the possibility of an international mission. In 2022, 220 young people (30-year-olds included) were recruited on permanent contracts (68 in 2021 and 49 in 2020), including 24 from the Graduate Program (27 in 2021). 206 work-study contracts were signed (137 in 2021 and 62 in 2020). The Company has also reaffirmed its desire to use work/ study programs as a preferred means of bringing young people on permanent contracts into the Company, in line with the needs identified. In addition, external recruitments are facilitated for apprentices. In 2022, 19 work-study students were recruited on permanent contracts (none in 2020, 17 in 2021). Discussions are underway to increase the rate of hiring apprentices at the end of their schooling.

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