Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

People with disabilities In 2024, 2.4% of the Group's employees (703 people) were identified as disabled.

The Hub One Group focuses on three priorities: u attracting female talent to technical professions by developing partnerships with universities and associations ( Elles Bougent, Réseaux et carrières au Féminin forum, Welcome recruitment platform); u develop the employability, guidance/transition and visibility of female talent in digital professions; u support and build loyalty (work-life balance, reducing pay gaps, working conditions and working time arrangements). Hologarde seeks female profiles but they remain rare in its field (AI, radar operators). TAV Airport is very committed to the EPFH initiative (see full description on p. 126-127 of the 2023 Vigilance Plan): u founding members of the Women in Technology Association (Wtech) to increase the proportion of women in the technology sector; u FEM assessment and certification of its HR processes (promotion, social activities, career planning, recruitment, training and development) in line with the Women Entrepreneurs Association of Turkey's equal opportunities model; u increasing the proportion of women in senior management by carrying out a "topex" survey of the skills needed to rise to management positions; u in terms of parenthood, the statutory maternity leave of 16 weeks can be extended to six months' unpaid leave. New mothers benefit from a daily break (1.5 hours) dedicated to breastfeeding until their child is one year old. The father has five working days of statutory leave; u in the talent acquisition programme called NTAV, which aims to train future managers, the target of recruiting 70% women has been achieved over two years, with 80% in 2023 and 60% in 2024. Airport International Group (AIG): as part of a five year World Bank programme for the economic participation of women in Jordan, Lebanon and Iraq, AIG was able to benefit from consultancy services, an assessment of the gender diversity of its workforce and the development of a gender diversity action plan. AIG's 2023-2025 strategic plan has therefore set the specific objective of building on the IFC's findings on gender diversity, adopting a gender diversity plan and promoting the representation of women at all levels so that it exceeds 25% of employees by 2025, particularly in management and technical positions (see gender representation analysis results). AIG's objectives include: u formalise guidelines against harassment, violence and discrimination, including a gender equity plan in 2024 (still in progress); u an improved scorecard for monitoring gender equality; u paid internship opportunities in 2024 (four one-year positions) in positions with low female representation in order to increase employment opportunities of women; u take part in a new study by SFI (Care Arabia), a programme designed to improve the quality and safety of childcare options for working parents.

People with disabilities Groupe ADP – Year 2024

Groupe ADP – Year 2024

Breakdown M-F

Permanent contracts

Fixed-term contracts

Male Female

684

19

422

281

TOTAL NUMBER Employment rate

703 2.4%

ADP SA has been committed to the issue of disability for almost 35 years, from the 1 st collective agreement signed in 1991 to the 11 th signed for the 2023-2026 period (see description of the agreement in the 2023 Vigilance Plan, p. 122). In 2024, a number of initiatives have been launched to continue this commitment: u the Quality of Life at Work survey for disabled employees was repeated in 2024. It enables the company to better target their expectations and needs and identify areas for improvement (see extract from the feedback document opposite);

u two new booklets on disability and family carers were distributed to employees; u since the agreement was signed, more than a hundred employees who are family carers have benefited from specific support from the company: (reorganisation of working hours or schedules, information on assistance for the third party being helped, CESU for family carers, use of the CET (time-saving account) or the gift of days, legal information);

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