Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

Aéroports de Paris SA The effectiveness of social dialogue is reflected in the signing of six collective agreements in 2024 with representative trade unions: u NAO 2024 agreement on compensation (15 February); u amendment no. 2 to the agreement to set up the economic and social committee and representatives of 9 September 2029 (19 March); u amendment no. 2 to the memorandum of understanding on the early retirement scheme for SSIS agents of 18 October 1991 (12 June); u agreement to lift strike notice (16 July); u agreement on the configuration of the Group Works Council (8 October); u amendment no. 1 to the collective agreement on professional equality between men and women 2023-2026. Extime Duty Free Paris has signed: u agreement on profit-sharing for 2024 (29 December 2023); u profit-sharing agreement for 2024 (29 December 2023); u agreement on the introduction of a mandatory retirement savings plan (PERO) for non-managers from 2024 (29 December 2023). This scheme, set up and financed by the company, enables employees to build up savings for their retirement. The employer pays the equivalent of 1% of the payroll of each employee concerned; u agreement on the involvement premium (25 July 2024); u agreement on the right to disconnect (22 October 2024), signed with all the representative trade unions; u agreement on professional equality between men and women (22 October 2024), signed with all representative trade unions. For the mandatory annual negotiations for 2024, the four representative trade unions and management met for four meetings. As no agreement was reached between the social partners and management, the latter introduced unilateral measures to increase pay. Extime Duty Free Paris meets regularly with the members of the CSE to monitor commitments and actions taken. In 2024, the agreements signed for Hub One concern: u the mandatory annual negotiations covered remuneration, in particular actual salaries; working time and the sharing of added value within the company; work organisation; transport arrangements; policy in favour of workers with disabilities; professional equality between men and women, in particular measures to eliminate compensation gaps; and quality of life at work; u remote-working; u gender equality in the workplace: the four year action plan covers recruitment, training, career development, reconciling work and family responsibilities, and compensation; u amendment to the profit-sharing agreement: the criteria have been modified for 2024 and 2025 to encourage employee motivation, with the constant aim of improving competitiveness and service quality; u 24/7 continuous service for the SOC (Security Operation Centre) Business Line: handling security alerts from the security incident detection service for the various IS and responding to requests for assistance.

SDA Croatia's collective agreement is signed for a limited period of two years. Effectiveness is also assessed by monitoring the implementation of agreements signed and decisions taken, according to their nature and the objectives set. These processes involve management and employee representatives. TAV Airports assesses the effectiveness of commitments through a combination of employee surveys, internal audits and key performance metrics. Employee feedback is collected through a variety of channels, including focus groups, one-to-one interviews and the alert system, providing valuable information on the effectiveness of policy implementation. The annual Great Place to Work (GPTW) surveys are an essential tool for understanding employee sentiment and identifying areas for improvement. Internal audits ensure compliance with its commitments and help to assess the effectiveness of its health and safety practices, as well as its efforts in the area of diversity and inclusion. On the basis of these assessments, TAV Airports refines its strategies and takes the necessary measures to promote continuous improvement. For AIG, the effectiveness of commitments and agreements is assessed by employee feedback surveys. [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 employees were identified. S1-3 – Method of managing complaints and negative impacts and communication channels used to interact with staff on social dialogue issues [S1-3-32-(a)] → Disclosure of the general approach and processes for providing or contributing to a solution The process is that of social dialogue described in S1-1-19, involving managers, human resources and employee representatives. [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 In 2018, the Group deployed a whistleblowing platform, available 7 days a week, 24 hours a day, anywhere in the world. It allows anonymous reporting or guarantees the enhanced confidentiality of the sender of the alert. It enables any third party with an interest to report a breach of Groupe ADP Code of Conduct, in particular corruption, fraud, conflict of interest, etc. (within the scope of the Sapin II Act), or serious harm to the environment, Human Rights, fundamental freedoms or the health and safety of individuals (within the scope of the Potier law on the duty of vigilance). – See whistleblowing system in section 4.4.2.4 of this report. [S1-3-32-(c)] → Mechanisms exist for handling grievances or complaints concerning workers' issues See whistleblowing system in section 4.4.2.4 of this report. where the business has caused or contributed to a significant negative impact on members of its own workforce

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AÉROPORTS DE PARIS w UNIVERSAL REGISTRATION DOCUMENT 2024