ADP // 2021 Universal Registration Document

SOC I AL , ENV I RONMENTAL AND SOC I ETAL RESPONS I B I L I TY I NFORMAT I ON 4 CORPORATE SOCIAL RESPONSIBILITY (CSR) CHALLENGES AT THE HEART OF AÉROPORTS DE PARIS’ CORPORATE PROJECT

/ / SUMMARY OF THE MAIN EXTRA-FINANCIAL RISKS AND RELEVANT POLICIES

For more information, see chapter

Nature of the risk Risk policies and management

Results

A risk of staff contamination, even as the activity continues (partial activity until June 2021, resulting in a risk of demotivation and psychosocial disorders, in a context of profound transformation)

Guaranteeing the safety of Group employees through active management of the health crisis: — the implementation of exceptional remote working for all compatible positions, in all periods when it is recommended by the Government, and the managerial and social support for this method of working; — provision of health protection systems (protocols, instructions, health kits, etc.) for employees working on site; — support for employees, including in particular, during the periods concerned, those in partial activity (continuous information, support for managers, HR managers, social services, occupational health, financial aid); — support for managers and employees in the transformation of organisations and working methods. The stabilisation of the Group’s financial position with a higher target for reducing the Group’s operating expenses for 2020 by around €650 to €700 million in total. The major and long-lasting decrease in traffic led to the implementation of partial activity for its employees from 23 March 2020 in accordance with applicable law, particularly in terms of compensation. Similar measures have been introduced for the Group’s various entities, in accordance with locally applicable rules. Aéroports de Paris has prioritised social dialogue: — a method agreement was signed on 27/08/2020, for the conduct of the negotiation of three agreements: collective mutually agreed termination, long-term partial activity, and collective performance; — following negotiations, these three agreements were not signed; — the company decided to begin new negotiations on a collective mutually-agreed termination agreement and to implement unilateral measures, retaining the objectives of cost control and adaptation of the company’s resources in accordance with the current level of activity and medium and long-term forecasts. The Company maintains diversity objectives as part of agreements in force: gender equality (2020-22), people with disabilities (2020-22), employment of young people and seniors (GPEC 2019-2021) The objectives will be adapted and a new roadmap will be presented in early 2021.

Deployment of exceptional remote working, and extension of regular remote working (amendment of 13/10/2020 to the 2019 remote working agreement) No cluster Long-term arrangements for supporting and monitoring employees Psychosocial Risk Prevention Plan Support programme for managers and employees.

5.2 Providing the Group and its employees with the means to carry out the transformations necessary for its sustainability, attractiveness and social responsibility.

The significant reduction in Groupe ADP’s activities affects its economic, financial and social balance

Continuous adjustment of the partial activity rate according to needs Improved compensation for Aéroports de Paris SA from September 2020: unanimous collective agreement of 28/07/2020.

Resources and the social model must be adapted to the new strategic policies, whilst protecting employment and the economic balance as much as possible

Unanimous signature of a collective mutually-agreed termination agreement (RCC), allowing voluntary redundancies – no forced departures for economic reasons until 1 January 2022. Adjustment plan for employment contracts and the standards applicable to employees of Aéroports de Paris SA, including wage moderation measures. Ongoing social dialogue with the Social and Economic Committee and trade unions. Continuation of efforts for young people on work-study contracts: 62 new contracts in 2020, continuation of current courses, to continue training and validate qualifications. Management body gender representation policy decided by the Board of Directors.

The effects of the employment context on the achievement of diversity objectives

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