Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

After an initial phase of familiarisation with these complex and systemic phenomena and the tools proposed by RHSF, the Human Rights Unit has begun a gradual roll-out within the Group, targeting as a priority experts in ethics, audit, internal control, purchasing, development, HR, the CARE and CSR networks, and Asset managers who are the main contacts for the Group's subsidiaries and minority interests. The key commitments validated with all subsidiaries and controlled companies in 2024 as the basis of the Group's Human Rights policy complete this first stage. They include specific commitments concerning all of the Group's stakeholders with regard to illegal and abusive employment: u condemn all forms of illegal and abusive work, such as undeclared work, forced labour, child labour, modern slavery and human trafficking; u contribute to the collective effort to combat child labour, forced labour, modern slavery and human trafficking (SDG 8.7); u share our position in our duty of vigilance approach, our actions and commitments with our partners and our public communications.

These commitments are reflected in the Group's HR and responsible purchasing roadmaps. For the past three years, the Group's Purchasing Department has been piloting an action plan with the subsidiaries, aimed in particular at: u stricter contractual requirements and controls: the Supplier CSR Charter, which has included requirements on these matters since 2014, is currently being revised to incorporate the requirements of the Human Rights policy and the RHSF recommendations on child labour and forced labour, which include a more precise and concrete description of these phenomena, and requirements to be passed down the value chain, including any use of migrant workers through recruitment agencies or equivalent intermediaries; u leading the Group Procurement Network to: u share best practice and tools, u further standardise purchasing policy and processes, u support them in the detailed identification of environmental and Human Rights risks at their suppliers and contractors through purchasing segments.

4.3.b.3 The Group's monitoring system and progress approach u Since the Group whistleblowing system was set up in 2018, no alerts have been triggered under the "Human Rights" category. No alerts concerned child labour, forced labour or human trafficking (see section 4.4.2.4 on the whistleblowing system).

u Since 2023, the Ethics Barometer surveys Group employees on the respect for and protection of Human Rights within the Group, comparing their responses with employees of large companies (Barometer of the Cercle éthique des affaires).

GROUPE ADP’S RESPECTFUL BEHAVIOUR IS GENERALLY ACCEPTED BY EMPLOYEES. SOCIAL DIALOGUE AND COMPENSATION ARE THE ONLY ISSUES THAT FALL OUTSIDE THE ETHICAL FRAMEWORK AND TO WHICH EMPLOYEES (OF GROUPE ADP AND OTHER COMPANIES) SHOW A MORE MEASURED RESPONSE

The Group's duty of vigilance-Human Rights unit, which until then had consisted of a single person dedicated to coordinating these issues, was strengthened at the end of 2024 with the recruitment of a deputy Human Rights expert. The priority objectives for 2025-2026 to continue structuring the Human Rights approach within the Group are as follows:

u formalising/adjusting action plans for the deployment of the Human Rights policy, in conjunction with related policies, processes and networks; u updating the Human Rights risk mapping, u extending the scope of Human Rights awareness-raising and training within the Group. Monitoring will be deployed in 2025 to track the progress of this work.

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS