Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

S1-8 – Coverage of employees by collective agreements S1-8.60 Coverage of employees by collective agreements

S1-8-60-(b)

S1-8-60-(c)

S1-8-63-(a)

Collective bargaining coverage

Social dialogue

Collective bargaining coverage

Coverage Rate 0-19%

Turkey

20-39% 40-59% 60-79% 80-100%

France

Kazakhstan

France

[S1-8-63-(b)] → Disclosure of the existence of an agreement with employees for representation by a European Works Council (EWC), a European Company, ( Societas Europaea – SE) Works Council or a European Company Works Council (EWC) Groupe ADP is not affected by the European Works Council or the transnational consultation procedure, as it does not have a European subsidiary employing at least 50 employees. 4.3.1.5. Non-discrimination, diversity and inclusion Although assessed as non-material under the CSRD methodology, this issue is dealt with here under Groupe ADP's extended duty of vigilance (see key points in the introduction to Title 4, and section 4.3.b. on the Group's General approach to Human Rights duty of vigilance).

Employee matters

Material matters drawn from the Sustainability Report

Duty of vigilance matter arising from Human Rights risk mapping

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Promoting diversity, equality and inclusion

1. Description of the risk As an international group, Groupe ADP must take account of national legislation and practices. The criteria for discrimination, including indirect discrimination, and the associated protections vary from country to country. The same applies to the promotion and implementation of the principles of equality, diversity and inclusion. 2. Prevention, remediation and mitigation actions Group Policy Acting for equality and diversity is a long-term commitment for Groupe ADP and one of the four ambitions of its 2025 Pioneers for Trust CSR strategy. In line with this ambition, the major commitments validated with the Chief Executive Officers and Human Resources Departments of the subsidiaries and controlled companies in 2024 as the basis of the Group's Human Rights policy (see the Group's general approach to Human Rights duty of vigilance in the introduction to part 3 – Social and societal matters) include in particular: u outlaw all forms of discrimination and ensure that all employees are offered the same opportunities, regardless of their personal characteristics, situation, opinions or beliefs; u promote dignity, respect, merit, acceptance and appreciation of differences and a sense of otherness; u develop universal accessibility and encourage inclusion in our activities and practices, among our employees and with our stakeholders; u act in a targeted manner and in compliance with the law to correct certain inequalities or seek fair treatment at all levels.

The third pillar of the 2025-2029 Group HR Roadmap completes these commitments to guarantee equal treatment for all, by focusing on two priority areas: u gender equality: Groupe ADP is committed to ensuring gender equality in all its entities, through concrete actions aimed at reducing gender gaps and promoting parity at all levels; u inclusion: the Group will strengthen its inclusion initiatives, integrating diversity as a driver of performance and innovation, while ensuring that every employee feels respected and valued. A specific HR charter is currently being formalised to translate these commitments into operational terms. In 2025, action plans will be formalised to ensure that these commitments are implemented on the ground and to identify the progress that still needs to be made. Focus on key prevention and mitigation initiatives in 2024 Actions aimed at supporting women whose development potential has been identified, are specifically aimed at accessing and taking up senior management positions. For the management bodies of Aéroports de Paris SA, the Board of Directors meeting of 20 December 2023 confirmed the objectives for the 2024-2026 period of increasing the proportion of women to 33% on the Executive Committee (25% since September 2022) and reaching 40% for all management committees (eight exceed the objective at the end of 2024; two are at more than 25%; the lowest rate is 17%). Non-discrimination and diversity Top management by example:

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