Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

S1-5 – Targets for securing skills and making jobs more attractive to own workforce The introduction of the 2025-2029 Group HR Roadmap, and its implementation through the Mobility, Skills Development and Top Management charters, will be accompanied by the definition of shared objectives. [S1-5-46] → Targets set to manage the material impacts, risks and opportunities associated with its own workforce [see ESRS 2 – MDR-T] No objectives are set. Targets will be considered for the period of the 2025-2029 Group HR Roadmap. The actions will be measured by the various committees. [S1-5-47-(a)] → Information on whether and how the company's workforce or their representatives were directly involved in setting the targets See S1-5-46. [S1-5-47-(b)] → Information on whether and how workforce or workforce representatives have been directly involved in monitoring performance against targets See S1-5-46. [S1-5-47-(c)] → Information on whether and how workforce representatives have been directly involved in identifying lessons or improvements resulting from the company's performance See S1-5-46.

In addition to recruitment, to support this transformation, the company offers more than 80 training courses in its catalogue, ranging from knowledge of regulations, standards and certifications to implementation in assignments, in order to help employees develop their skills in this area (examples of training courses: ( e.g., "Limiting the environmental impact of a work site", "Aviation and the environment", "Environmental management control and CSR reporting", "The circular economy: a systemic approach to the more economical use of materials and energy", etc.). The company also contributes to the training of young people in the field by taking on eight work-study students in the environmental sector. To integrate these new perspectives, employees can take part in "climate murals". In particular, all new work-study students take part as part of their onboarding/integration programme. [S1-4-AR 48] → [S1] Description of internal functions involved in managing impacts and types of measures taken by internal functions to address negative impacts and advance positive impacts Policies and actions relating to business lines and skills are driven by their governance and management at the highest level, and by managers. They are supported by the Group Human Resources Department and the human resources departments of each company and their dedicated teams.

S1-13 – Figures for employee training initiatives (including by type of employee)

S1-13-83 Training and skills development metrics Percentage of employees that have participated in regular performance and career development reviews

2024

Male

78.41% 74.57%

Female

Other

—% —%

Not disclosed

TOTAL

77.10%

Average number of training hours per employee Male

28.64 36.66 0.00 0.00 35.86

Female

Other

Not disclosed

TOTAL

2024 91.16%

Proportion of employees trained (average workforce managed over the period)

397

UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS