Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

S1-2 – Engagement with and incorporating the perspectives of the company's workforce in the assessment of health-related impacts [S1-2-27] → The company shall disclose whether and how the perspectives of its own workforce inform its decisions or activities aimed at managing the actual and potential impacts on its own workforce [S1-2-27-(a)] → Commitment is made with the workers u with employee representatives and representative bodies, through their specialist committees or panels for OHS issues: in France, the social and economic committee and its specialist committee: the Health, Safety and Working Conditions Commission; u directly with employees through managerial dialogue. The terms and conditions are described below. The general framework for engaging with and integrating the views of the workforce into health impact assessments, and the overall way in which staff views inform decisions or activities to manage actual and potential impacts, are described in the Social Dialogue section, S1-2-27: managerial dialogue with employees and their representatives, employee representative bodies, surveys and tools for gathering employee opinions. In the field of health and safety at work, the following are examples of such systems. In France, the social and economic committee is assisted by specialist committees, in particular the Health, Safety and Working Conditions Commission (C2SCT). Aéroports de Paris SA also has five local committees dedicated to health, safety and the improvement of working conditions. At Extime Duty Free Paris, a number of systems and bodies deal with health and safety issues in the workplace and provide feedback from employees. The policy is based on the idea that health and safety at work is not just a responsibility of the company, but a commitment shared by all those involved: management, managers, employees and social partners. Work with the C2SCT includes: u quarterly meetings (inventory, analysis of identified risks, discussion of accidents and any corrective action plans); u site visits to the various terminals (to observe working conditions, identify any risks, gather feedback from employees and assess the implementation of safety measures); u field visits by the Executive Committee four times a year, for half a day at each airport, to visit the various terminals and talk to management and employees. These visits are an opportunity to establish a dialogue between management and the airports and to ensure that discussions take place to refine the vision of the realities and actions to be taken; u exchanges with occupational medical staff, as part of the preparation and updating of the DUERP and individual files. At the end of the meetings and site visits, a 2025 action plan and objectives will be defined and set by the Board of Directors, Chairman and Executive Committee. or their representatives The interaction is both:

The Group's OHS Charter will be rolled out operationally over the next few years, guiding and structuring our long term OHS policy and ensuring continuous improvement in the way we deal with health and safety issues in the workplace. For the annual revision of the DUERP, the analysis carried out to reassess occupational risks takes into account changes in work processes, the arrival of new equipment or technologies, and changes in work organisation. It is conducted with: u IRPs: the C2SCT and the Social and Economic Committee are involved in identifying risks and defining preventive measures. This collaborative approach makes it possible to incorporate feedback from the field and the concerns of employees; u occupational medicine: this plays a key role in identifying risks and making recommendations to improve employee health. The TAV Group is committed to creating an open, respectful and inclusive environment where employees' voices are heard and valued. The TAV Group guarantees that every employee is treated with dignity, fairness and respect, while promoting a discrimination-free workplace. This policy underpins our framework for social dialogue, promoting mutual respect and inclusion. The company gathers feedback through employee surveys, team meetings and individual interviews. The information gathered is analysed and action plans are drawn up to address concerns and improve the working environment. For AIG, the QHSE Committee, an official committee set up in accordance with labour law, includes all the stakeholders within AIG. It meets monthly to monitor health and safety updates within the organisation and the progress made. On the integrated management system, a bi-weekly meeting is organised between all the divisions at all levels to exchange updates and thoughts. At SDA Croatia, health and safety council meetings are held every three to four months. In attendance are the health and safety specialist, the union representative and the health and safety commissioner on site (shop employee). [S1-2-27-(b)] → [S1] Disclosure of the stage at which engagement takes place, the type of engagement and the frequency of engagement The type and frequency of dialogue is described in S1-2-27- (a) of the OHS section. [S1-2-27-(c)] → [S1] Disclosure of the function and the most senior role within the company that has operational responsibility for ensuring that this engagement happens and that the results inform the company’s approach The prevention of work-related accidents and illnesses is a constant objective, addressed at the highest corporate level. It reports to Executive Management and the Executive Committee. [S1-2-27-(d)] → [S1] Communication of the Global Framework Agreement or other agreements related

to the respect of workers' Human Rights There are no framework or other agreements.

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS