ADP CSR Report 2019

Taking action for the people at our airports

Being an inclusive company

OUR ACTIONS

INTERNATIONAL

DISSEMINATING OUR INCLUSION POLICY

Ensure gender equality

These ambitions are supported by all of our subsidiaries, particularly

Entrepreneurs Association of Turkey (KADIGER). In addition,TAV Airports is one of the founding members of the Women in Technology Association (Wtech), launched on 31 January 2019 to harness women's potential and increase their presence in the science and technology sector.

signed on 18 November 2019 for 2020-2022.

internationally. For example, TAV Airports is committed to the principles of women's empowerment and all HR processes have been assessed and certified in accordance with the equal opportunity model of the Women

We also participate in several specialised programmes outside the company:

The 2017-2019 agreement includes concrete and proactive actions:

-2% DIFFERENCE IN MALE-FEMALE PAY in 2018 (-3.7% in 2015) Scope: ADP SA

It is our duty to promote our diversity and anti- discrimination strategy:

Analysis of pay gaps, eliminate unjustified differences and automatic advances in the event of maternity, adoption or parental leave, full payment of paternity leave and additional family pay, overpayment of part-time parental leave and elected leave up to the child's sixth birthday;

HeForSHe 41 : United Nations campaign to invite men to join efforts to combat inequality;

• Internally, to mobilise all our teams: we appointed a Diversity Officer responsible for driving our strategy in the field, defining monitoring indicators and creating an appeal body for people who feel they have been discriminated against; • Externally, to publicise our approach, attract all talents and raise awareness of inclusion issues among all our partners and providers . To go even further, we pay the free part of our apprenticeship tax to schools committed to diversity, training centres adapted to people with disabilities and Second Chance Schools 40 .

Elles bougent 42 : 50 of our engineers are sponsors at this association, which promotes technical and engineering professions to primary and secondary school students.

Target of 40% women in management and 50% in the recruitment of our graduate programme;

Overall objective of gender diversity in professions;

Keep seniors in employment

Use of the CESU (Universal Service Employment Voucher) to facilitate the employment of people at home and access to day care spaces;

SPONSORSHIP OF SENIOR SKILLS

Provisions on the employment of seniors are included in the collective agreement of 19 January 2019 relating to the manpower planning agreement. It has not set a hiring target but does includes measures to: Improve working conditions and prevent hardship ; Anticipate career developments ; Develop skills and access to training ; End-of-career planning : interviews, help with buying back quarters of pension insurance (two beneficiaries in 2019), part-time work.

Appointment of an Equality in the Workplace Officer .

6.6% SENIORS IN RECRUITMENT FOR PERMANENT CONTRACTS in 2019 (7.1% in 2018, 5.1% in 2017) 6% OVER-60S IN THE AVERAGE WORKFORCE (3% in 2018) 24

To help seniors make the transition to retirement, since January 2019 we have been offering them a part-time end-of-career scheme in the form of skills sponsorship : staff members can give their professional experience to a public interest association part- time or three-quarters time. This trial has already been carried out with Aviation sans frontières 43 , Solidarités nouvelles pour le logement 44 and Hubschool 21 45 . Five staff members had taken up the scheme at the end of 2019.

We confirmed our determination to promote equality in the workplace in our sixth three-year agreement

Goals over the term of the agreement

2017 – 2019 commitments (ADP SA scope)

2017 2018 2019

Proportion of women in apprenticeship and professional development contracts Equality for hirings in the graduate programme/proportion of women Process all salary adjustment requests/number of requests and adjustments

40%

40% 41% 34%

STAFF MEMBERS PART-TIME AT THE END OF THEIR CAREER as at 31/12/19

50%

47% 71% 32%

100% (11/7)

100% (16/3)

100% (18/4)

100%

Proportion of women in promotions Proportion of women among managers

Scope: ADP SA

40%

39.2% 43.6% 42.4%

(40) To learn more, visit www.e2c-paris.fr (41) To learn more, visit www.heforshe.org

(43) To learn more, visit www.asf-fr.org (44) To learn more, visit www.solidarites-nouvelles-logement.org (45) To learn more, visit www.hubschool21.com

40%

36.6% 36.8% 37.3%

(42) To learn more, visit www.ellesbougent.com

72

73