Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

[S1-2-27-(e)] → [S1] Information on how the effectiveness of its engagement with its own workforce is assessed Effectiveness is assessed by the results relating to accidents and absenteeism. In the OHS section, Groupe ADP assesses the effectiveness of its preventive dialogue with its workforce through the results relating to accidents and absenteeism. Specific surveys or tools are also used to regularly gather direct feedback from employees. Every three years, Aéroports de Paris carries out a survey on working conditions. These surveys may lead to the implementation of cross functional and local action plans to make progress on the areas of concern raised. In the 2 nd half of 2025, Extime Duty Free Paris will carry out another employee survey. Hub One conducts a confidential periodic survey (every 15 days) with the Lucca social barometer. Feedback is analysed directly with all local managers and shared with the Executive Committee and HR managers. Hologarde organises regular surveys (three or four a year). Feedback is shared at a fortnightly meeting dedicated to workforce/management discussions. An action plan is defined and monitored. Within the TAV Group, engagement with and incorporating the views of employees is an essential part of social dialogue. Employees are encouraged to share their views through multiple channels, including surveys, focus groups, team meetings and direct communication with management. This ensures that their voice is heard and taken into account. The TAV Group's participation in the Great Place to Work (GPTW) survey over the past three years provides valuable data on employee satisfaction, trust, collaboration and well being. TAV Airports has been awarded Great Place To Work certification for 2023-2024. AIG conducts an annual employee survey. [S1-2-AR 25-(c)] → Disclosure of how members of the workforce receive understandable and accessible information through appropriate communication channels Groupe ADP informs all its employees, who are all concerned by health and safety at work, of the policies put in place, the action plans and the concrete actions carried out, particularly those in which they are invited to participate. The main channels used are the company intranet sites for all employees and managers, as well as posters, emails, events and conferences, etc.

S1-3 – Method of managing complaints and negative impacts and communication channels used to interact with the workforce on health and safety issues [S1-3-32-(a)] → Disclosure of the general approach to and processes for providing or contributing to a solution where the business has caused or contributed to a significant negative impact on people in its own workforce The company ensures that accidents resulting in time off work are monitored and analysed by safety prevention officers, together with the employee and manager. Depending on the results and risk factors, appropriate corrective measures and action plans are implemented. [S1-3-32-(b)] → Disclosure of the specific channels in place to enable members of its workforce to raise their concerns or needs directly with the company and to respond to them There is no specific alert system for the specific subject of occupational health and safety (OHS). The Group's whistleblowing system enables any Group employee to report a serious threat to the health and safety of individuals (within the scope of the Potier law on the duty of vigilance). This whistleblowing system is described in section 4.4.2.4 of this report. [S1-3-AR 30] → Disclosure of how the company's workforce and their representatives are able to access channels at the level of the company they are employed by, or contracted to work for Employees communicate and receive information from management, OHS prevention officers or equivalent. They can also contact workforce representatives if necessary. They can be seen by the occupational health service or the occupational social service. [S1-3-32-(c)] → Grievance/complaints handling mechanism related to employee matters See the whistleblowing system in section 4.4.2.4 of this report. [S1-3-32-(d)] → [S1] Disclosure of processes through which the company supports or requires the availability of remedies See whistleblowing system – section 4.4.2.4 of this report. [S1-3-32-(e)] → [S1] Disclosure of how issues raised and addressed are tracked and monitored and how channel effectiveness is ensured See whistleblowing system – section 4.4.2.4 of this report.

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AÉROPORTS DE PARIS w UNIVERSAL REGISTRATION DOCUMENT 2024