Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

4.3.1.3. Securing skills and making jobs more attractive within the company S1-1 – Groupe ADP policies concerning securing skills and making jobs more attractive within the company [S1-1-19] → Policies for managing the significant impacts, risks and opportunities associated with its own workforce [see ESRS 2 MDR-P]

These investments in developing the skills of our employees are beneficial both for the company and for the employees themselves. They enable us to build an agile, competent organisation that is ready to meet the challenges of the future. Groupe ADP is committed to investing in the development of its talents by: 1. offering all employees equal access to training programmes; 2. ensuring that the training offered is high quality, relevant and aligned with the needs of the company and its employees; 3. regularly assessing the skills acquired and incorporating them into the process of recognition and career development. Groupe ADP – mobility charter Professional mobility is a real performance driver for companies. Groupe ADP's ambition is to encourage and support the mobility and career development of its employees in order to: 1. attract, motivate and retain talent; 2. offer rich career paths that guarantee the employability of our employees; 3. consolidate skills levels with employees who have already assimilated knowledge of the Group's business lines and airport environment; 4. anticipate changes in demographics, professions and skills required by the organisation. The diversity of our professions and the opportunity to get involved and develop mean that we can offer our employees genuine career paths, a source of professional fulfilment and development. Groupe ADP – top management charter Groupe ADP's aspiration is to support Top Managers and high potentials in their career path within the Group so that they can achieve maximum performance and contribute to the Group's reputation. Top Managers are managers and experts in their field who work to define and steer their Department's roadmap in line with the Group's overall strategy and as part of a collective performance drive. They embody the vision and values with technical skills, know-how and ethics. In order to ensure consistency in the management of this community across all Groupe ADP entities, the latter define the principles of their management. [S1-1-AR 10] → [S1] Explanation of significant changes to policies adopted during the reporting year In 2024, the Group formalised the framework of its Group HR policies, which did not exist before, including in particular the securing and attractiveness of professions and skills, and the development of all employees: roadmap, charters.

The HR Roadmap sets out Groupe ADP's overall human resources policy for the short, medium (five years) and long term (beyond five years). The Group's policies set out below are defined and implemented in light of the risks and opportunities relating to securing skills and making jobs more attractive, described in S1 ESRS 2 SBM-3-14 (d). It is supported by the General Management, assisted by the Human Resources Departments and managers, and was validated at the end of 2024. The roadmap includes several charters that will be finalised and distributed in 2025 to all employees within the consolidated scope. They contribute to meeting the recommendations relating to the duty of vigilance. As part of its commitment, the Group's Pioneers for Trust CSR strategy focuses on making its jobs and skills secure and attractive. The four ambitions of its social pillar include: providing sustainable support for the transformation of organisations to meet the challenges of tomorrow, at Group level, and promoting the professional development of all employees at Group level. As indicated in S1-6, the 2025-2029 Group HR Roadmap sets out the Group's five-year policy, including securing and attracting people and skills, with a focus on the professional development of all employees, in three areas: u training/skills development : a common core of training courses is put in place, based on the common professions identified within the Group. Training methods and materials are shared to encourage the development of employees' skills, taking into account future developments; u mobility : Groupe ADP is committed to promoting internal and international mobility, encouraging all subsidiaries to actively support the mobility of talent within the Group; u top management : particular attention is paid to the management and development of top management talent, with increased awareness of human resources governance and the introduction of regular people reviews. This policy will take the form of Group-wide charters for each key area of business and skills management. They will be based on the following principles, according to their areas, and these commitments will be broken down. Groupe ADP – skills development charter Professional training and skills development are major levers for supporting the development of the company and its employees in line with Groupe ADP’s values and corporate purpose. They help employees adapt to change, boost competitiveness, improve productivity, encourage innovation, build loyalty and contribute to talent management.

391

UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS