Universal Registration Document 2024

4 SUSTAINABILITY REPORT

SOCIAL AND SOCIETAL MATTERS

In 2024, Aéroports de Paris SA took part in 44 events, notably schools and job fairs. As part of a sponsorship agreement between the Vitry-sur-Seine eco campus with the management of Paris-Orly airport, the Company promotes its business lines and proposes as a priority its electrical engineering/lighting and luggage needs. A hackathon with a hundred students from ESTP enabled them to work on a "subject" proposed by the Engineering and Projects Department. The company pays part of the apprenticeship tax to organisations that promote trades, technological or initial vocational training, integration and to certain associations ( e.g. , the French Association for the Promotion of Vocational Training: Article 1, Apprentis d'Auteuil, Écoles de la 2 e Chance, Fondation pour un avenir ensemble). The Graduate programme (GP) aims to recruit young graduates on permanent contracts, offering them an integration programme of three assignments of eight months each, mainly in three areas: Operations, Technical and Finance. As part of the Company's international development, this career path may include international experience for one of the missions. In 2024, 15 young people were recruited under this programme. Hub One is a partner of a number of associations as part of the Group's social commitment policy, in particular the Nos Quartiers ont des Talents association, which promotes the professional integration of young jobseekers with high qualifications, aged under 30, from priority neighbourhoods or disadvantaged social backgrounds. TAV Airports' "NTAV" project has since been offering career opportunities to young people. Meetings are organised with student clubs from major universities as part of the Company's university collaborations (in person meetings, mock interviews, case studies, etc.). A one-year process is offered to new graduates of these universities after pre selection: training, development programmes, internal mentoring opportunities, participation in projects with a job opportunity at the end. The AIG Training Leads to Hiring programme initiated in 2022 is the subject of an agreement with the Ministry of Labour and Al Jizah, the community in which the airport is located. Young people are trained for one year by the company, with a high probability of being recruited if the opportunity for employment exists. This programme was redesigned in 2023 to reconcile diversity and internship opportunities by offering priority internships to women in professions with low female representation, people with disabilities and people from the local community.

AIG takes on trainees through its partnership with a vocational training academy. These placements are considered to be a pool of resources that have already led to recruitment. The AIG Foundation's Hirfati training centre also provides young people with vocational training leading to a diploma. Generations – Seniors ADP SA's commitments regarding the employment of seniors are also included in the 2022-2025 GEPP agreement. In view of the age pyramid, the main objectives are to: u support the transition from work to retirement: u improve working conditions and preventing arduous work, u develop skills and anticipate career development, u end-of-career planning (information and preparatory training, assistance in buying back quarters, part-time work), u and organise the transfer of knowledge: skills sponsorship. A commitment has been made to the social partners to open negotiations on the employment of senior citizens in 2025. For Extime Duty Free Paris, the policy of employing older workers is reflected in specific measures to encourage: u their recruitment: in 2024, 26 employees over 50 will be recruited, and two over 60 in operational roles (sales advisor, cashier, etc.); u their training; u and their continued employment: employees aged over 55 are given preferential access to jobs with flexible working hours within the company, provided that these correspond to their needs. In 2024, SDA Croatia recruited a person with Down's syndrome to further promote the integration of employees with disabilities. TAV Airports puts in place succession planning strategies to ensure a smooth transition when key employees retire. This skills transfer makes it possible to develop talent within the organisation in the best possible way. It also reduces the workload for senior employees.

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AÉROPORTS DE PARIS w UNIVERSAL REGISTRATION DOCUMENT 2024