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

For the Société de Distribution Aéroportuaire , the Single Occupational Risk Assessment Document was updated in 2022 in conjunction with occupational medicine. Psychosocial risks are included. Numerous exchanges were established with ADP Ingénierie , for example: sharing of the remote working protocol, access to co-working, and space optimisation. In particular, the company updated the single document, defined health protocols and conducted an employee survey on the consequences of the health crisis. As part of the PSE, specific actions have been implemented to support the stakeholders in charge of the project, reassure employees of the attention paid to individuals, offer confidential support, and help and meet employees in difficulty, and refer to third parties (social workers, occupational physicians, medical specialists). Regular feedback on the process and the support have been put in place, in compliance with the Code of Ethics for psychologists, to inform or alert. Hub One also retained the range of prevention measures in 2021: remote working, updating of the single documents, health protocols and disinfection of workspaces, monitoring of positive Covid-19 cases, distribution of equipment (gel, masks, visors), awareness-raising for managers about remote management, and a psychological listening unit. Hub One has a bimonthly social listening barometer. AIG is ISO 45000 certified for safety at work, which is part of quality management, and objectives relating to accidents and incidents have been set. An OHSAS policy was implemented in 2022.

The accident rate is monitored in the management system. Scheduled and random inspections assess working conditions. The OHS Committee meets monthly. The annual review of health conditions is documented and integrated into the health and environmental safety management plan. Chronic diseases and their impacts are subject to specific monitoring. To recognize and promote the safety culture and best practices, a “Safety Award” has been launched and a newsletter is also distributed. ANNUAL REPORT ON WORKPLACE HYGIENE, HEALTH AND SAFETY Since 1 January 2020, the Social and Economic Committee is the sole employee representative body, dealing with health and safety at work PROMOTION OF AND COMPLIANCE WITH THE PROVISIONS OF THE FUNDAMENTAL CONVENTIONS OF THE INTERNATIONAL LABOUR ORGANIZATION Beyond a proactive policy where respect for human rights contributes to the functioning of the Company, Aéroports de Paris has developed its activity in accordance with the principles of the Global Compact, to which it has been a signatory since 2003. The Group undertakes to respect and promote the provisions of the fundamental conventions of the International Labour Organization (ILO).

The commitment to the principles of the ILO and the Global Compact is realised by actions undertaken in these areas, as described in the table below:

Principles of the Global Compact and ILO Actions undertaken Human rights (SDG 4 to 8, 11 and 17) 1. Support and respect the protection of international law on human rights within the Group’s sphere of influence

Group ADP Code of Conduct, Group Supplier CSR Charter integrated into the purchasing process (sent for signing to applicants for procurement tenders launched by Aéroports de Paris). The latter is being rolled out at TAV and AIG. Aéroports de Paris has defined a Code of Conduct and Vigilance Plan (a mapping of Human Rights risks currently being prepared, notably in collaboration with our international subsidiaries). Aéroports de Paris ensures that its suppliers comply with the provisions on illegal work by collecting from them legal documents certifying that they comply with regard to tax and social legislation and the declaration of foreign workers. As part of the procurement procedures, the CSR approach of applicants, and in particular their declared practices in respect of human rights, are taken into consideration. Social audits conducted by external service providers (compliance with labour law rules) are carried out on certain purchasing segments at Aéroports de Paris. The Purchasing Division is involved in the suppliers’ and subcontractors’ component of the implementation of the Duty of Vigilance Act

2. Ensure that the Group’s companies are not complicit in violations of human rights

Labour standard/ILO principles (SDG 5, 8, 9 and 17) 3. Uphold freedom of association and the effective recognition of the right to collective bargaining

Individual right to union training and signature of an agreement on trade union rights.

Integration of ESG criteria in the selection of Aéroports de Paris suppliers/subcontractors. Contractual tender documents include the Supplier CSR Charter and ADP’s general administrative clauses which provide for the application by suppliers and service providers of national rules for the protection of the workforce and compliance with ILO conventions.

4. Eliminate all forms of forced or compulsory labour

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