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

Retention of seniors in employment The provisions relating to the employment of seniors are included in the new three-year agreement (2022-2024) of 14 April 2022, on the management of jobs and career paths (GEPP), in line with the collective agreement of 16 January 2019 on GPEC and training. In light of the Company’s age pyramid, Management and the social partners have not set targets for hiring seniors. However, measures have been developed to improve working conditions, prevent difficult working conditions, anticipate career changes, develop skills and access to training, as well as end-of-career management (interviews, help with purchasing quarters and agreeing part-time hours). Support is provided for the transmission of knowledge and skills.

In 2021, 918 employees over the age of 55 benefited from the RCC scheme, lowering the average age from 49 to 47.5. In this context, the transfer of skills was organised at the end of 2020, by providing managers with tools to facilitate the capitalisation of knowledge and its transmission. More than 300 managers took part in forums on this topic and used these tools. At the end of 2022, there were no employees with end-of career part-time work (10 in 2021, 19 in 2020). The skills-based sponsorship set out in the agreement concerned five employees at the end of 2019 and seven in 2020. The context did not make it possible to maintain missions from 2021 on. The program was relaunched in January 2023.

2022

Breakdown of ADP SA workforce by age

2021

4

Under 25 years old 25 to 49 years old 50 to 60 years old Over 60 years old

2%

1%

49% 47%

48% 48%

2%

3%

SDA organizes a meeting policy with seniors.

3) Ongoing social dialogue The main risk is a blockage of social dialogue and labour disputes on the part of the Group’s employees, as well as the demotivation or disengagement of employees. Since 1 January 2020, the Social and Economic Committee has been the sole employee representation body. It is assisted by specialist committees, notably the Health, Safety and Working Conditions Commission (C2SCT), and five local committees dedicated to health, safety and the improvement of working conditions (C3SCT). Forty employee representatives make up the local representation. In the French subsidiaries, the SECs are also in place, in accordance with legal provisions. Hub One sets up representative bodies related to its acquisitions. At Group level, social dialogue is structured around a Group committee which brings together Aéroports de Paris SA and those subsidiaries that have staff representative bodies and a registered office in France. Chaired by the Chairman and CEO, it meets at least twice a year. Its scope and mode of operation are governed by two collective agreements signed on 2 December 2020. The Company conducts a permanent social dialogue, in a context characterized by the implementation of the strategic roadmap and the transformation of organizations.

Eight collective agreements or amendments were negotiated and signed for Aéroports de Paris SA: ◆ agreement on the management of jobs and career paths of 14 April 2022; ◆ 2022-2024 profit-sharing agreement of 15 June 2022; ◆ memorandum of understanding ending the strike of 7 and 8 July 2022; ◆ agreement on specific salary scale – ambulance staff of 24 November 2022; ◆ agreement on the payment of an exceptional mobilization bonus to EMS physicians of 24 November 2022; ◆ agreement relating to the payment of the exceptional value sharing bonus of 24 November 2022; ◆ amendment No. 1 to the agreement setting up the SEC and local representatives dated 9 September 2019, of 24 November 2022. There was no NAO 2022 agreement (compensation and value added sharing). The agreement negotiated at the end of 2022 for the 2023 NAO was signed on 5 January 2023, unanimously by the representative trade unions.

2022

Collective agreements signed by theme – Aéroports de Paris SA Compensation (salary agreements, incentives, profit-sharing, medical expenses, compensation for partial employment)

2021

2020

6

4

2 2 2

Employee representation

1 1 -

- - -

Employment management, career paths, training

Working time

1

TOTAL

8

4

7

237

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