Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

[S1-1-20] → Description of relevant Human Rights policy commitments relating to the company's personnel In 2024, Groupe ADP has defined common Human Rights commitments under which all the companies in the Group commit to their employees to: u ensure all employees are paid the legal or collectively agreed minimum wage, or where there is no such reference, its equivalent in terms of the standard of living and the local labour market; u guarantee a basic level of social protection and benefits; u ensure that employees receive the training they need to perform their jobs; u encourage mobility and career development within the Group. Encourage the development of its employees' skills, by keeping abreast of changes in business lines and the job market and maintaining their employability. [S1-1-20-(a)] → Disclosure of general approach to respect for Human Rights, including labour rights, of its own workforce See section 4.3.b on the Group's general approach to Human Rights. [S1-1-20-(b)] → Disclosure of general approach to engagement with individuals in its workforce See Social dialogue S1-2-27 (a). [S1-1-20-(c)] → [S1] Disclosure of general approach to measures to provide and/or enable remedies for Human Rights impacts The Group's whistleblowing system enables any Group employee to report a breach of the provisions of its Code of Conduct, in particular a serious infringement of Human Rights and fundamental freedoms (within the scope of the Potier law on Duty of vigilance). – See whistleblowing system – Section 4.4.2.4 of this report. [S1-1-21] → [S1] Description of whether and how policies are aligned with relevant internationally recognised instruments See section 4.3.b on the Group's general approach to Human Rights duty of vigilance. [S1-1-22] → [S1] Policies explicitly address human trafficking, forced or compulsory labour and child labour See section 4.3.b on the Group's general approach to Human Rights duty of vigilance. [S1-1-23] → A workplace accident prevention policy or management system is in place This is the Group policy described in this report in section 4.3.1.1.1 Description of health and safety policies. [S1-1-19] et seq. The Group implements them, and as part of this, each company implements and develops policies and action plans.

S1-2 – Engagement with and incorporating the perspectives of the company's workforce into the assessment of the impact on securing skills and making jobs more attractive within the company [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 workforce or their representatives The general framework for engaging with and integrating the viewpoint of the workforce in the assessment of impacts linked to the securing and attractiveness of professions and skills, and the overall way in which the viewpoints of the workforce inform decisions or activities aimed at managing actual and potential impacts, are described in the Social Dialogue section: S1-2-27: managerial dialogue, employees and their representatives, workforce representative bodies, surveys and tools for gathering employee opinions. Interaction takes place in particular with workforce representatives and representative bodies: CSE, trade union delegates. The following are examples of schemes designed to make jobs and skills more secure and attractive. In France, the social and economic committee (CSE) is supported by specialist committees, in particular the mandatory training committee. Union representatives negotiate agreements relating in particular to the management of jobs and career paths. Aéroports de Paris SA, for example, has two committees in addition to the Skills Development Committee: Employment and Economic. At Extime Duty Free Paris, the training committee examines the strategic guidelines before the works council meeting, providing an opportunity for discussion with workforce representatives, presenting the current state of training and gathering requests, in order to define future guidelines. Negotiations are underway with representative trade unions on job and career management. Hub One's statutory representative bodies meet regularly. Working groups bring together management and employees. Finally, individual or group interviews are organised in relation to the issues identified. Hologarde's Social and Economic Committee brings together workforce representatives, the Human Resources Department and the Chairman and CEO to discuss a range of issues, including employment. The TAV Group is committed to creating an open, respectful and inclusive environment where employees' voices are heard and valued. It underpins the framework for social dialogue, fostering mutual respect and inclusion. Social dialogue is supported by open communication channels, encouraging employees to share their reactions and concerns. The Group respects the right to trade union representation and collective bargaining where appropriate, but also ensures that all employees, whether represented or not, play an active role in the dialogue. Employees are encouraged to engage with HR right from the recruitment phase.

392

AÉROPORTS DE PARIS w UNIVERSAL REGISTRATION DOCUMENT 2024