Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

[S1-ESRS 2 SBM-3-14] → All persons in its own workforce who may be materially affected by the business are included in the scope of disclosure under ESRS 2 The relative social metrics for ESRS S1 cover all Groupe ADP employees with a direct employment contract with a Group company, in all regions where the Group is present and in all Group activities and subsidiaries within the scope of financial consolidation: Aéroports de Paris SA, TAV Airports, Hub One, ADP International, including AIG (Jordan), Extime Duty Free Paris, Extime Travel Essentials, Extime Média, Extime Campus and Hologarde. [S1-ESRS 2 SBM-3-14-(a)] → Description of the types of employees and non-employees within its own workforce subject to significant impacts The types of employees subject to material impacts, whether positive or negative, are the company's own employees (employment contract). The subject has been studied for non-salaried employees (temporary workers): it is not material and therefore not reported. [S1-ESRS 2 SBM-3-14-(b)] → Significant negative impacts (own workforce) Negative impact on employees: employees (employment contract) are those linked to the occurrence of work-related accidents linked to the performance of the activity, which may have serious and lasting consequences for employees and their immediate circle. a) Work-related accidents within Groupe ADP are linked to the exercise of the activity. They may be caused by walking: ground-level falls, falls down stairs, use of a vehicle (car, machine, 2-wheeler, etc.), handling, machines or tools. They can also be linked to psychosocial risks (RPS). b) They are not linked to exceptional one-off cases. [S1-ESRS 2 SBM-3-14-(c)] → Description of activities that have a positive impact and the types of employees and non-employees within its own workforce that are positively affected or could be positively affected Through its airport activities, Groupe ADP has a significant impact on the stability and development of employment in the regions where it operates, for its 29,330 employees. These activities are described in section 4.1.3 Strategy and business model. [S1-ESRS 2 SBM-3-14-(d)] → Description of material risks Of the nine social topics addressed in the social ESRSs, three matters were identified as material by the double materiality assessment: u health and safety; u securing skills and making jobs more attractive within the company; u social dialogue. and opportunities arising from impacts and dependencies on own workforce

In order to implement its corporate strategy and carry out all its activities, in all the diversity of its various business lines, Groupe ADP is counting on its 29,330 employees in 2024, present in 16 countries. These are the employees of Aéroports de Paris SA, TAV Airports, Hub One, ADP International, including AIG (Jordan), Extime Duty Free Paris, Extime Travel Essentials, Extime Média, Extime Campus, Hologarde ( i.e., the financial consolidation scope). The 2025 Pioneers strategic roadmap has defined a long term strategic vision, in particular for a multi-local group with global challenges and shared objectives. Groupe ADP’s international presence must reflect the ambitions that are at the heart of its strategic project, particularly in terms of hospitality and sustainability (service quality, innovation, environmental and societal commitment). The double materiality assessment identified three material themes in the social field for the company's own workforce leading to the HR roadmap: u health and safety of workers; u securing skills and making jobs more attractive; u social dialogue. The 2025-2029 Group HR Roadmap is part of the Group's overall long-term strategy – the current period being covered by 2025 Pioneers and set out in the Group's CSR strategy, Pioneers for Trust. Following discussions and joint work at the CSRD HR seminar on 13 and 14 June 2024, which brought together all the Group's HR entities, our joint Group HR roadmap for the next five years has now been formalised. It gives concrete expression to our commitments and shared policies, in response to the expressed need to share and steer common HR guidelines, as well as to the obligations of the CSRD directive. The 2025-2029 Group HR Roadmap, approved by the Group's management bodies, is therefore based on these priorities for the Group and all its employees: u protection, in particular workplace safety, with the promotion of a shared culture of prevention; u development: training, mobility, top management; u equal treatment: gender equality, inclusion. To achieve this ambition, Groupe ADP is formalising a five year HR roadmap designed to meet our objectives: u comply with the requirements of the CSRD directive, applicable from 2025, on the consolidation of the Group's HR data by 2024; u respond to the needs expressed by subsidiaries regarding the sharing and management of common HR guidelines; u anticipating and managing the post-2025 HR roadmap as part of the Pioneers programme. S1.SBM-3 – Scoping: Analysis of workforce related matters (IROs) and description of the characteristics of the workforce to which they relate Groupe ADP's development strategy and growth offer employment and professional development opportunities for all employees, while ensuring their health and safety and social dialogue. They have no impact on strategy or the business model.

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS