Universal Registration Document 2024

SUSTAINABILITY REPORT 4

SOCIAL AND SOCIETAL MATTERS

u new awareness-raising and information initiatives: a conference on invisible disabilities, “handi cafés”, a series of 5 “Parlons-en!” The "SEEPH" week was also an opportunity to raise awareness of disabling illnesses;

u external partnerships have been developed, for example with AGEFIPH, as well as the use of the protected sector for the purchase of catering, waste management and transport services, which has increased sharply since 2023; u the assessment of the application of the charter is presented once a year to the Social and Economic Committee. TAV Airports is committed in its Human Rights policy to continuously improving its accessibility practices. Employees with disabilities are part of the groups that come under special protection. As such, they benefit from more frequent health checks and more detailed monitoring than required by law. In Jordan, compliance with the requirements of the Council for the Disabled is a major priority for AIG. To ensure the integration, reception and working conditions of people with disabilities, AIG has: u appointed a coordinator or contact point to liaise with the Board of Governors for Disabled People and report on their working conditions; u established guidelines to support people with disabilities (use, replacement, maintenance of equipment, "Disabled Employees Medical Devices Support" devices and financial assistance to facilitate their integration into the company, etc.). AIG's recruitment policy provides opportunities for candidates with disabilities. As part of its Training Leads to Hiring programme, paid internship opportunities have been provided since 2024 (four one-year positions) for disabled people to increase Groupe ADP is committed to developing work-study programmes and its societal commitment to support them, by offering them the possibility of a significant first professional experience. Work-study programmes are also one of the best ways to develop and attract new skills. Onboarding programmes and tutors have been put in place, with a particular focus on their training. ADP SA's commitments to work-study programmes are set out in the 2022-2025 GEPP (job and career management) agreement. The target work-study rate (3%, with the aim of moving towards 3.5%) has been exceeded every year since 2022: 3.9% in 2022, 5.2% in 2023 and 5.74% in 2024. Thanks to this agreement, young people can also obtain assistance with access to housing (help in the search for social housing, Mobili Pass, Loca pass and Mobili jeune) and mobility (provision of vehicles in conjunction with the Papa Charlie non-profit organisation). Geographic and socio-cultural diversity of interns and work study students is part of the PAQTE (The Pact with Neighbourhoods for All Companies): It also relies on partnerships with apprenticeship training centres and local initiatives with the Maisons de l'Environnement. Aéroports de Paris has been awarded the "Employer of Choice" label by "Engagement Jeunes" (survey of work study students and interns), notably designated as a welcoming young company with the mention "Best in class" on working conditions. their chances of employment. Generations – Young people

u fifteen offers of hospitality during Duoday. In addition to the people welcomed during the year, depending on requests and opportunities; u a toll-free number and self-diagnosis system enabling employees to obtain information on disability and personalised advice. Employees who so wish can also receive support in obtaining recognition of their RQTH (Recognition of Disabled Worker) status. Extime Duty Free Paris has set up partnerships for the recruitment of workers with disabilities, in particular with AGEFIPH. A partnership is also planned with Les emplois de l'inclusion . The employee also benefits from the CESU Handicap, financial aid from the company for employees with disabled children or relatives. Hub One began rolling out its new Disability and Inclusion Charter in 2024: u it undertakes an active and sustainable approach, in particular with regard to recruitment and job retention (advertising of job offers on specialised sites, forums, adapted recruitment methods, medical follow-up, technical adjustments, etc.); u the disability recognition procedure and professional development are supported by three disability advisors appointed within the Group; u a platform and hotline also enable employees to talk to disability professionals to help them apply for the RQTH; u an awareness-raising and training programme has been set up (including a dedicated module to be included in the managers' career path) to encourage the induction, integration and management of people with disabilities; u the SEEPH (European week for the employment of people with disabilities) in 2024 was an opportunity to raise employee awareness of visual disabilities thanks to an association employing exclusively visually impaired and blind practitioners;

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS