Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

After signing the “CEO 4 Inclusion Charter”, Augustin de Romanet, Chairman and CEO of Groupe ADP, joined the "Manager For Inclusion" movement on LinkedIn. Launched at the initiative of the 21 st Century Club, this movement is designed to raise awareness among "those who have the power to change things" and to denounce discrimination in recruitment and internal promotions. In 2024, ADP SA also renewed its commitment to the Diversity Charter and the Women's Charter (signed for the first time in 2013 and 2022 respectively). Within ADP SA: to ensure that the actions taken are effective, the diversity policy is supported at the highest level of the company by the Executive Committee (COMEX) and each Management Committee (CODIR). They were presented to each Management Committee so that everyone could get involved and define their roadmap. Diversity Correspondents identified in each department work with the Human Resources Manager and the support of the Human Resources Department's Diversity Unit, in order to relay the diversity policy and draw up specific action plans, in addition to the cross-functional action plan (awareness raising, training, communication and events, guides and booklets, etc.). The Diversity Correspondents and human resources managers have benefited from collective reflection on professional equality and disability by a consultancy specialising in diversity and inclusion, and have been provided with a leadership kit to relay the diversity policy and associated action plans. In 2024, for the first time, each Department presented its annual diversity action plan (2023 review and 2024 outlook) to the Social and Economic Committee (CSE). This has enabled the CSE's elected representatives to discuss these issues directly with each department, which in the past were dealt with more at cross-functional level. Finally, an awareness-raising campaign on diversity and inclusion was carried out among the Top 100 in September 2024. Within the TAV Group, a CSR sub-committee is dedicated to diversity and inclusion. Non-discrimination, equity, diversity and inclusion form the basis of the human resources policy of TAV Airports and its subsidiaries. The human resources management system and practices are based on non-tolerance of discrimination, as set out in its Human Rights policy. The commitment of the Chairman and CEO and the human resources policy of the TAV Group are communicated to employees and the public. All employees are treated according to the fundamental principles of fairness and equal opportunities. Gender equality in the workplace (EPFH) Within ADP SA Pursuant to the 2023-2026 EPFH collective agreement of 18 July 2023: u an annual assessment is carried out internally to identify any compensation gaps and narrow them each year. In the absence of objective justification, a specific salary adjustment is initiated. The first diagnosis was made at the end of 2023 for an adjustment at 1 January 2024, which involved 86 female employees and 66 male employees. In 2024, on the strength of this experience, the company signed an amendment to the 2023 collective agreement, extending the basis for comparison to make the scheme more efficient. The adjustment involved 35 female and 36 male employees;

u a new guide to parenthood, distributed in 2024, informs employees about their rights and the measures they can take to reconcile family and professional life, the steps they need to take, and the financial assistance available from the company; u since 2023, internal communications have featured women from the Group with inspiring career paths:

The 3 rd meeting of the Féminisons 1 network was hosted by Groupe ADP in 2024, to mark International Women's Rights Day. Nearly one hundred secondary school girls and students were invited to discover the diversity of careers in the 3A sectors – Aeronautics and Space, Air and Airports – at a forum attended by professionals from these sectors. A number of ADP SA sponsors are involved with young girls (presentations in secondary schools, at forums such as Industry Week, Career Week, etc.). Extime Duty Free Paris (EDFP) signed an EPFH agreement on 22 October 2024 with all the representative trade unions. It includes concrete actions to reduce the pay gap and improve working conditions, such as: u analysing the consistency and correct application of the equality policy in the annual individual pay rise and promotion campaigns; u a reminder of the principle of non-discrimination in recruitment; u annual monitoring of training by comparing the training rate for women and men; u support for parenthood, such as the CESU Enfance (financial support for childcare) and crèche places. The implementation and monitoring of actions relating to gender equality, the fight against discrimination and the promotion of inclusive practices in all aspects of human resources management are carried out with the assistance of the Professional Equality/Disability Committee. For Hub One, increasing the number of women in jobs in the digital sector is a key issue in its 2022-2025 EPFH action plan (see details of 2023 Groupe ADP Vigilance Plan). The measures taken have helped to increase the proportion of women in the Hub One Group (28.4% in 2024 compared with 27.3% in 2022 and 2023), and its EPFH index (79/100 in 2024 compared with 77/100 in 2023 and 73/100 in 2022).

1 Name taken from the eponymous charter of the Association Air-Emploi Féminisons.

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS