Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

[S1-4-43] → Disclosure of resources allocated to the management of material impacts

This framework was rolled out within each team taking into account the diversity of activities, the needs of the collective and the expectations of employees. For Extime Duty Free Paris, remote working is not adapted to the activity and the highly operational functions of the company. It can be used in support functions. Hub One also has an agreement on remote-working, which it will maintain in 2024 for an indefinite period in response to a request from a large majority of employees. The rhythm is as follows: two days' remote-working per week for managers and non-managers. Hologarde also offers teleworking. TAV Airports offers two days of remote working per week, except for operational staff at the airport. [S1-4-38-(d)] → Description of the monitoring and evaluation of the effectiveness of actions and initiatives aimed at achieving results for the company's workers The implementation of recruitment plans, departures and workforce turnover are monitored at the highest level by Executive Management and the Executive Committee (see S1-2-27-(c)). The same applies to the monitoring of the various measures put in place to attract and retain skills, to the implementation of work organisation and to compensation policies. [S1-4-39] → Description of the process by which the company identifies the necessary and appropriate actions in response to a particular actual or potential negative impact on its own workforce The 2025-2029 Group HR Roadmap was defined on the basis of discussions and joint work at the CSRD HR seminar held on 13 and 14 June 2024, which brought together all the HR entities of Groupe ADP. The analysis takes into account the annual mapping of Group risks and the mapping of Human Rights risks. In terms of securing skills and making jobs more attractive, this is achieved in particular through the creation and updating of a map of jobs and their foreseeable development, and through the corresponding training policies. [S1-4-40-(a)] → Description of actions planned or underway to mitigate material risks arising from impacts and dependencies on own workforce and how effectiveness is monitored No material risk to workforce in terms of employment has been identified. [S1-4-40-(b)] → Description of what action is planned or underway to pursue material opportunities for the company in relation to own workforce These are all the actions developed in connection with sections S1-4-38 b) and S1-4-38 c). [S1-4-41] → Disclosure of whether and how it is ensured that the company's practices do not cause or contribute to significant negative impacts on the company's workforce No negative impact has been identified with regard to securing skills and making jobs more attractive.

Policies and actions relating to business lines and skills are driven by their governance and management at the highest level, and by managers. In particular, they rely on the Human Resources Departments of each company and their dedicated teams. [S1-4-AR 33-(b)] → [S1] Disclosure of initiatives to contribute to additional positive material impacts Promoting the link between the nation and the armed forces and to support engagement in the reserves (Article L. 225-102-1 par. 4 of the French Commercial Code as amended by Law No. 2023-703 of 1 August 2023 relating to the military programme for the years 2024 to 2030 and relating to various provisions involving defence): The personnel management manual of Aéroports de Paris SA ("Citizen Engagement" note of 16 March 2016) stipulates that employees, officers or non-commissioned officers in the reserves or equivalent called up to perform periods of activity within the framework of this commitment are entitled to special leave without loss of compensation. Aéroports de Paris SA is considering integrating the support system into the operational reserve policy, thus reflecting its desire to contribute to meeting the needs of National Defence. This support would be formalised by the signing of a partnership agreement to promote and facilitate employee engagement, for up to 15 days per year. [S1-4-AR 43] → [S1] Information on measures taken to mitigate negative impacts on workers of the transition to a greener, climate-neutral economy The challenges of the energy transition have been taken on board by Groupe ADP for several years. They are implemented at different levels and in different areas of activity, and have given rise to new missions and even new professions, a potential factor for progress for employees. The strategic guidelines incorporate “the challenges of sustainable growth and response to environmental challenges”. New functions have been emerging for several years now, and the company is equipping itself with cutting-edge skills. For Aéroports de Paris, more than 50 positions are directly dedicated to managing environmental and energy projects. The company wants to strengthen this skill. In particular, it plans to recruit, by 2025, one carbon accounting expert, two energy project managers, including one in charge of carbon funds, and one water environment project manager. In addition to these areas of expertise, environmental and energy transition concerns have been integrated into a number of the company's businesses: in operations, to reduce the carbon footprint ( e.g. , engineering to reduce aircraft taxiing time, purchase of clean vehicles, etc.); in the operation and maintenance of technical facilities; in the engineering of infrastructure projects (architecture, materials, waste treatment, etc.). This obligation covers a wide range of professions within the company. To illustrate, in order to meet the company's environmental and climate ambitions, the Purchasing Department intends to apply its challenges to the entire supply chain (purchase of goods and services) in order to optimise the carbon performance of contracts, engage suppliers in decarbonisation and promote cross-functional initiatives throughout the airport community. To this end, in 2024 and 2025, it will set up an Ecological Transition and Decarbonisation Centre, with five positions covering the environment and decarbonisation of works and services, CSR, and the involvement of national and international partners in these matters.

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AÉROPORTS DE PARIS w UNIVERSAL REGISTRATION DOCUMENT 2024