ADP // 2021 Universal Registration Document

CORPORATE GOVERNANCE

COMPENSATION

support departures based exclusively on voluntary departures. 1,150 employees, i.e. the maximum number expected, left the Company in 2021, of which 700 will not be replaced. In addition, at the beginning of 2022, there were 162 departures due to refusal of accepting changes to employment contracts (employment contract adaptation plan). They will be replaced. To implement its new strategic orientations, the Company reviewed all its organisations to adapt them to the reduction in staff and the need for agility. The first phase of filling positions is mainly handled through internal mobility; it includes reclassifications within the Group related to the job protection plans of ADP Ingénierie and SDA. Subsequently, external recruitment will be carried out as and when required. The wage moderation measures provided for in the plan to adapt employment contracts and standards applicable to Aéroports de Paris SA employees have been gradually implemented since September 2021. In terms of health and safety at work, 2021 was still marked by the health situation, and by partial activity until 30 June. For psychosocial risks, a major issue in the current context, the prevention plan emphasises support for managers and employees in the transformation of the Company. The frequency rate of workplace accidents, which neutralises the impact of partial activity, improved further: 10.41 (11.48 in 2020, 12.88 in 2019). The attention paid to young people continued and strengthened for apprenticeship and work-study contracts and recruitment: 137 new contracts in 2021 (62 in 2020, 142 in 2019) and 27 Graduate Programmes (2 in 2020). Lastly, the implementation of the 2020-2022 agreements on the employment of people with disabilities and gender equality in the workplace has been maintained, although not all recruitment targets have been met in the context of the crisis. The Chairman and CEO has a company vehicle and is covered by the contract for contingency insurance and the personal accident policy for employees of Aéroports de Paris. He has no employment contract with Aéroports de Paris and is not entitled to any compensation under a non-competition clause. The Chairman and CEO does not receive multi-year or exceptional variable compensation or any severance bonuses and does not benefit from a specific pension scheme. The Board of Directors acknowledged Augustin de Romanet’s decision to waive all compensation for his position as a director of Aéroports de Paris, for which the decision regarding allocation and distribution among the directors was modified by deliberation of the Board of Directors on 24 June 2020. No stock option plan and no performance share allocation plan have been implemented by the Company for its corporate officers. No benefits or compensation were paid to Augustin de Romanet by companies controlled by Aéroports de Paris. The General Meeting of Shareholders of 11 May 2021 approved ex post the compensation for 2020 of the Chairman and Chief Executive Officer. His variable portion in respect of 2020 (€70,000) was therefore paid to him in 2021. Aéroports de Paris has not provided for the possibility of requesting a refund of the variable compensation.

The ACI/ASQ customer satisfaction score increased again, reaching 3.91/5 (3.89 in 2020), outperforming. With regard to the qualitative objectives, in 2021 management continued and structured the adaptation of the Company’s economic and social model (25%), including strategic, economic and financial aspects, traffic management and facilities. A new strategic roadmap for 2022-2025 has been drawn up, defining an ambition and a shared vision for the Group, around the transformation of the airport model for the long term. After securing the cash position with two bond issues in 2020, the Company implemented a structural savings plan in 2021, in addition to the cyclical measures the Company had used at the start of the crisis in 2020 (permanent adaptation of infrastructure openings/closures depending on traffic; a large part remained closed in 2021, and partial activity continued throughout the first half of the year). The structural savings measures include in particular the implementation of the collective termination agreement ( rupture conventionnelle collective - RCC) of 9 December 2020, the adaptation of employment contracts with wage moderation measures, and the overhaul of the Company’s organisation, in order to adapt it to the sustainable decline in activity, the evolution of the Company as well as the reduction in staff numbers resulting from the RCC agreement. In 2021, management also continued its efforts to implement its environmental and social commitments. The achievements concern in particular, for the Climate Strategy, the preparatory work to bring the Île-de-France platforms to Level 4 of the Airport Carbon Accreditation in the summer of 2022, support for various projects for the production of sustainable alternative fuels and cooperation on aeronautical uses and the hydrogen economy (Île-de-France Region, Choose Paris Region, Air France-KLM, Airbus, Air Liquide). In terms of biodiversity, the commitments were formalised in the government mechanism “Companies committed to nature” and the feasibility of the commitment to zero net artificialisation was diagnosed; the biodiversity strategy has been validated for Paris Charles de Gaulle and is in progress for Paris-Orly. The 2022-2025 environmental policy includes the main international assets in its preparation; Fifteen commitments corresponding to the four strategic axes of the “Airports for Trust” charter have been defined and translated into concrete roadmaps. Lastly, with the OLGA (hOListic Green Airport) project, led by ADP with more than 40 partners, a European Commission grant of €25 million was obtained for Paris-Charles de Gaulle, to increase the environmental performance, concerning the air operations (airside greening, sustainable aviation fuels, hydrogen hub), passengers and freight (modal shares for airport access, rail-air intermodality) and the community interest (improvement and monitoring of air quality, biodiversity index). In the social field, 2021 was marked by the implementation of measures to adapt employment to the activity, and the continuation of actions to prevent occupational risks, while maintaining ambitions in terms of diversity. The collective termination agreement of 9 December 2020, signed unanimously by the trade unions, made it possible to

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