Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

4.3.1.4. Social dialogue S1-1 – Groupe ADP policies on social dialogue [S1-1-19] → Policies for managing the significant impacts, risks and opportunities associated with its own workforce [see ESRS 2 MDR-P] Groupe ADP does not have a formal social dialogue policy within the meaning of the ESRS for the Group as a whole. Groupe ADP considers that the deployment of a policy on social dialogue is not adapted to the legal requirements in force in each country. [S1-1-20] → Description of relevant Human Rights policy commitments relating to the company's workforce In 2024, Groupe ADP has defined common Human Rights commitments validated with the Chief Executive Officers and Human Resources Directors, under which all the companies in the Group undertake in particular to: u ensure respect for freedom of association, protection of the right to organise, and the right to organise and bargain collectively, as defined and protected by the fundamental conventions of the ILO and national legislation; u to promote continuous, high-quality social dialogue, involving employees in the professional issues that concern them, particularly where local legislation, culture or practices restrict freedom of association and collective bargaining; u promoting a working environment and a "speak up" culture 1 , where all employees feel comfortable speaking their minds (while respecting others, company rules and legislation), sharing their ideas and concerns, and raising the alarm, without fear of negative consequences. [S1-1-20-(a)] → Disclosure of general approach to respect for Human Rights, including labour rights, of people in its own workforce See section 4.3.b on the general approach to Human Rights duty of vigilance. [S1-1-20-(b)] → Disclosure of general approach to engagement with people in its workforce See section 4.3.b on the general approach to Human Rights duty of vigilance. [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 third party with an interest in acting to report a breach of the provisions of its Code of Conduct, in particular a serious violation of the environment, Human Rights, fundamental freedoms or the health and safety of individuals (scope of the Potier law on the duty of vigilance). – See whistleblowing system in 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 general approach to Human Rights duty of vigilance. [S1-1-22] → [S1] Policies explicitly address trafficking in human beings, forced labour 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] → An occupational accident prevention policy or management system is in place Refer to section 4.3.1.1.1 Health and safety of own workforce. See S1-1 Groupe ADP policies on employee health and safety and S1-4 Action plans put in place to prevent, mitigate and remedy impacts related to the health and safety of the company's workforce. S1-2 – Listening to and integrating the point of view of the company's workforce when assessing the impact of social dialogue [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 Managerial dialogue forms the basis of ongoing relations with employees. It also relies on the Human Resources Departments and managers. Employee representative bodies are one of the frameworks for social dialogue. [S1-2-27-(a)] → Commitment is made with the workers or their representatives Interactions take place as described below. In French companies, the CSE (Social and Economic Committee), whose members are elected by the company's employees, is set up in accordance with legal provisions and constitutes the sole workforce body: u for Aéroports de Paris SA, the CSE is assisted by specialised committees: Economic/Employment, Skills Development, Travel and Housing/Diversity, Gender Equality and People with Disabilities, Health, Safety and Working Conditions Committee (C2SCT), and 5 local committees dedicated to health, safety and the improvement of working conditions (C3SCT); u for Extime Duty Free Paris, commitments are made by management and are discussed and agreed with workforce representatives, the social and economic committee or representative trade unions. Monthly meetings with the Social and Economic Committee (CSE) ensure smooth communication and regular monitoring of ongoing issues; u for Hub One, the legal representative bodies are in place: social and economic committee, CSSCT, trade union delegates. Collective agreements and charters are negotiated and concluded, and memorandums are drawn up in relation to the issues raised. In 2024, Hub One SA's employees elected their representatives to the Board of Directors, where they determine the direction of Hub One's

1 “A "Speak up culture" is a work environment where employees feel comfortable speaking their minds, sharing their ideas and expressing their concerns without fear of negative consequences. In other words, it is a place where all employees feel safe to express themselves when they have something to say; no matter what it is.” (Definition by Hannah West, Speak Up culture – what is it and why is it important?) (goodcourse.co).

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