Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

For AIG, interaction with employees or their representatives takes place through exchanges with trade unions and at the annual staff meeting. The HR dialogue programme is led by the Human Resources Department, with meetings scheduled with departments throughout the year. for all employees. In particular, HR presents workforce statistics, turnover rates, new hires, progress on HR initiatives, common concerns/ topics related to the department concerned and progress on training and development. This allows employees to be better informed and to share their thoughts and comments, and specific exchanges are organised for particular areas. At SDA Croatia, the two trade unions each have a representative who communicates regularly with the employer. Every three months, meetings are held with union representatives to inform them of the company's results, communicate social metrics (working hours, night work, overtime, sick leave, etc.) and inform them of future employee-related activities. In addition, in accordance with Croatian labour law, employee representatives are informed of any changes to internal agreements governing employee rights. A collective agreement is in place, valid until the end of March 2025, which should be the subject of negotiations. [S1-2-27-(b)] → [S1] Disclosure of the stage at which engagement takes place, the type of engagement and the frequency of engagement These characteristics are described in section 4.3.1.5 Social dialogue [S1-2-27 (b)]. Individual discussions with employees are formally provided for in the annual and professional appraisal processes. They take place every year. [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 Securing skills and making jobs more attractive is a fundamental objective, addressed at the highest level of the company. It reports to Executive Management and the Executive Committee. [S1-2-27-(d)] → [S1] Communication of the global framework agreement or other agreements relating to respect for workers' Human Rights There are no framework or other agreements. [S1-2-27-(e)] → [S1] Information on how the effectiveness of engagement with own workforce is assessed Effectiveness is measured by monitoring recruitment, mobility, turnover, promotions and training. Commitments are also formalised through the negotiation of collective agreements or equivalent and unilateral decisions. These may be annual obligations, or they may last for several years, depending on needs and the actions decided on. Collective agreements signed with workforce representatives, or equivalent, and unilateral company decisions are the concrete commitments. They are the

subject of annual reviews, which can feed into successive action plans year after year, particularly through the questions that may be raised during the presentations. The agreements that require it include the procedures for monitoring and implementing their provisions by setting up joint committees, for example, in which the representatives of the signatory trade unions and Company management. [S1-2-28] → Communication of measures taken to better understand the views of members of its workforce who may be particularly vulnerable to impacts and/or marginalised No particularly vulnerable or marginalised workforce were identified. S1-3 – Method of managing complaints and negative impacts and communication channels used to interact with employees on the subject of making jobs and skills in the company more secure and attractive [S1-3-32-(a)] → Disclosure of the general approach and processes for providing or contributing to a solution where the business has caused or contributed to a significant adverse impact on members of its own workforce There is no specific alert system on the subject of securing skills and making jobs more attractive. The Group's whistleblowing system enables any employee to report a breach of the provisions of its Code of Conduct, in particular a serious breach of Human Rights, fundamental freedoms or personal health and safety (within the scope of the Potier law on the duty of vigilance) – see the whistleblowing system in section 4.4.2.4 of this report. [S1-3-32-(b)] → Disclosure of the specific channels in place to enable members of its workforce to raise concerns or needs directly with the company and to respond to them See [S1-3-32-(a)] → Disclosure of the general approach and processes for providing or contributing to a solution where the company has caused or contributed to a significant negative impact on members of its own workforce. [S1-3-32-(c)] → Mechanisms exist for handling grievances or complaints concerning workers' issues See [S1-3-32-(a)] → Disclosure of the general approach and processes for providing or contributing to a solution where the company has caused or contributed to a significant negative impact on members of its own workforce. [S1-3-32-(d)] → [S1] Disclosure of processes by which the business supports or requires the availability of remedies See [S1-3-32-(a)] → Disclosure of the general approach and processes for providing or contributing to a solution where the company has caused or contributed to a significant negative impact on members of its own workforce.

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS