Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

In addition, the Extime Campus will be the training and expertise development centre for all employees of the five Extime subsidiaries. These skills development initiatives will continue in 2025. Extime Duty Free Paris is equipped with an HRIS platform. Certain modules were rolled out in 2024 and the full roll-out will be completed in early 2025. All employees will have direct access to their personal (updated) and professional information. This will enable everyone to play an active role in their own career path (access to job vacancies, mobility, document area, professional discussion time, etc.) Attracting young talent: The development of the Employer brand in connection with the new Extime identity, in order to be recognised on the job market, attract, recruit, train, bring together and retain employees; In 2024, the following projects were completed: u creation of the Extime Duty Free Paris career website; u distribution of job offers to the biggest advertisers: Indeed, Hellowork, Meteojob, LinkedIn; u access to Indeed, Hellowork and Meteojob CV libraries, enabling recruitment managers to source directly according to their business/job expertise; u organisation of a number of in-house events (recruitment sessions with recruitment agencies) and external events, such as "Les rendez-vous pour l'emploi" at Rungis organised by Orly International, or the International Esthetics and Spa Congress 2024 at Porte de Versailles. HUB ONE In 2024, the Hub One Group has: u continued to update the jobs and skills repository, a prerequisite for taking account of the new organisations within the Business Units and the creation of a new Group Sales Department; u finalise succession plans, with the identification of key positions, and the necessary support have also been carried out in full; u developed a strategic Training Plan for 2023-2026, encouraging cross-selling among sales engineers; To attract young talent, the Hub One group has created: u a digital integration system for new arrivals, u job interviews on the Welcome to the Jungle recruitment platform, featuring women in particular, to continue to attract and retain employees in technical and digital professions. HOLOGARDE Hologarde set up an "Onboarding" programme for new hires, with a passport of meetings with the teams. TAV AIRPORTS In 2024, the TAV Group has: u continued its talent management project, offering numerous opportunities for promotion and mobility, particularly for young graduates; u continued the Eduport project, which anticipates and analyses needs and responds to them through training; u continued the NTAV project, aimed at young talent, to offer them career opportunities: meetings organised with student clubs as part of the company's university collaborations;

u development methods are proposed: internal mentoring, participation in projects. At the end of the project, job opportunities are offered to those who have successfully completed and submitted their work; u continued intra-Group mobility, employees have opportunities for mobility both internally and within the Group. This process is coordinated by the Human Resources Holding. Employees know that their career is supported by their managers and human resources as part of the mobility process. TAV Airports is developing its actions to recruit and retain talent in jobs in demand, particularly in the IT field. An orientation programme is in place to successfully integrate new employees. In addition, a sponsor is assigned to each employee. u finalises its training and development strategy and associated action plans. In 2024, AIG worked on a project with the ADP team to identify areas for improvement in this process; u restructuring of tasks and responsibilities for IT professions. Compensation for these positions has been re evaluated. To attract young talent in November 2024, with a view to recruiting for high-turnover or hard-to-fill jobs, AIG organised a job fair for the local community, with the participation of airlines operating at Queen Alia International Airport. SDA ZAGREB New employees are integrated through the "mentoring programme", under which each employee has a mentor and clear objectives and knowledge, which they must adopt during their first few months on the job. [S1-4-38-(a)] → Description of measures taken, planned or underway to prevent or mitigate negative impacts on its own workforce No material negative impact related to this issue has been identified. [S1-4-38-(b)] → Information on whether and how measures have been taken to provide or enable remediation of the actual material impact The positive material impacts are mentioned in S1-4-37. [S1-4-38-(c)] → Description of additional initiatives or actions with the primary purpose of delivering positive impacts for its own workforce In order to have a positive impact on its workforce, the Group is seeking to develop remote-working. AÉROPORTS DE PARIS Remote working was the key issue highlighted in the survey on quality of life at work conducted at the end of 2022. The agreement was signed on 15 July 2023 for a period of three years, renewable for a further year. It defines a common frame of reference for the entire company at a pace of: u two days on site, including one in a team; u a maximum of three days' remote-working to maintain social links and a sense of belonging. AIG (Jordan) In 2024, AIG:

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS