Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

[S1-ESRS 2 SBM-3-15] → Disclosure of how understanding has been developed of those within its own workforce/value chain who have particular characteristics, work in particular contexts or undertake particular activities, and who are likely to be at greater risk of harm Policies in favour of groups that could potentially be at risk (women, people with disabilities, young people, seniors, etc.) are based on knowledge of the workforce concerned, the factors and situations potentially at risk, and an analysis of the policies implemented by other companies. They are presented and discussed with human resources managers and managers. Employee union representatives are involved in negotiations where legislation so provides. This perception is supplemented by the methods used to gather information from employees, for example: a survey on quality of life at work, a specific survey of people with disabilities, a Great Place to Work survey, an Ethics Climate Barometer and a suggestion system. Information can also be gathered through on-site surveys. In this context, there is no material risk identified for these specific groups of people (women, young people, people with disabilities, senior citizens). In particular, there is no recruitment of under-18s, with the exception of training schemes such as apprenticeships. All companies operating within the secure area of an airport are subject to identity and criminal record checks carried out by the relevant public authorities prior to the issue of an authorisation to operate. The same applies to their workforce, who must obtain an airport identification card (security badge). Checks on identity and the existence of a regular employment contract, as well as the constant presence of the relevant State government departments within the airports themselves, are a first level of guarantee. Another is the vigilance and sensitivity of the Group's employees, particularly internationally. TAV Airports and AIG have included in their recruitment policies a ban on hiring without an employment contract and on hiring people under 18 (excluding training schemes). [S1-ESRS 2 SBM-3-16] → Disclosure of material risks and opportunities arising from impacts and dependencies on individuals within its own workforce that affect specific groups of people While the smooth running of the company depends naturally and globally on its human resources, particularly with regard to the job market, which is under pressure in certain skill areas, there is no identified material risk of dependence on specific groups of people.

Failure by the company to address issues that are important to employees, such as sustainable employment, inclusion and well-being at work, can have negative consequences, including conflict and industrial action, loss of employee motivation and high workforce turnover. For employees, the risk is also the absence of favourable collective provisions (agreements). Conversely, the Group's commitment to ongoing social dialogue has a positive impact on sustainable employment, inclusion and employee well-being in particular. A calm social climate improves the company's performance and image. Employees are therefore the direct beneficiaries of a social model that favours dialogue. The "Social dialogue" risk is identified in the Group risk map. [S1-ESRS 2 SBM-3-14-(e)] → Description of material impacts on workers that may arise from transition plans for reducing negative impacts on the environment and achieving greener and climate- neutral operations The challenges of the energy transition have been taken on board by Groupe ADP for several years. They cover the various areas of activity (operations, construction) and result in new tasks requiring specialised skills, or even new professions, a potential factor for progress for employees. The opportunities for business transformation are described in the chapter on the "Responsible and sustainable business model" in the general presentation of this document. They are anticipated in the mapping of professions, see Securing skills and making jobs more attractive – S1-4-38(b). [S1-ESRS 2 SBM-3-14-(f)-i] → Information on the type of operations with a significant risk of incidents of forced or compulsory labour Not material, therefore not reported. [S1-ESRS 2 SBM-3-14-(f)-ii] → Information on countries or geographical areas with operations considered to present a significant risk of incidents of forced or compulsory labour Not material, therefore not reported. [S1-ESRS 2 SBM-3-14-(g)-i] → Information on the type of operations presenting a significant risk of child labour incidents Not material, therefore not reported. [S1-ESRS 2 SBM-3-14-(g)-ii] → Information on countries or geographical areas where operations are considered to present a significant risk of child labour incidents Not material, therefore not reported.

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS