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

PROVIDING THE GROUP AND ITS EMPLOYEES WITH THE MEANS TO CARRY OUT THE TRANSFORMATIONS NECESSARY FOR ITS SUSTAINABILITY, ATTRACTIVENESS AND SOCIAL RESPONSIBILITY

The contact person for the fight against sexual harassment and sexist behaviour was appointed. The “0 tolerance” policy, posted on the HR intranet, provides awareness-raising tools and internal and external stakeholders/contacts. 2 Improving parity for all business lines and at all levels of responsibility: the aim is to recruit and promote women to positions of responsibility. In 2021, the percentage of women working for Aéroports de Paris was stable at 38.1% (37.8% in 2020 and 37.6% in 2019 and 2018). The balance in the Company’s management is also stable: the proportion of female managers is 37.5% (37.9% in 2020, 37.3% in 2019 and 36.8% in 2018). The Company is maintaining its ambition to improve the female representation rate of 38%. The strict reduction in recruitment in 2020 and their prioritisation of technical and regulatory jobs impacted the proportion of women: 32.7% in 2020 and 32.3% in 2021. For managers, their share was 31.6% (42% in 2019 and 39.3% in 2019); For the Graduate Program , the 2020-2022 target is 60%. In 2020, only two recruitments were made, a woman and a man. In 2021, out of the 27 new hires, nine were women, i.e. 33%. Lastly, the percentage of young women employed in work-study contracts was 38% in 2021 (40% in 2020 and 41% in 2019), for a target of 45%. MOBILITY TO ALL BUSINESS LINES Greater gender diversity within all business lines should enable women to benefit from more career opportunities, thus encouraging an increase in the number of women promoted to positions of responsibility. The network of “ Elles bougent ” sponsors, engineers and technicians, encourages women to work in these fields. These actions have led to a significant increase in the number of women in technical professions: 18.4% in 2018 and 20% in 2019 and 2020 (+5.2 points in 10 years), and 20.5% in 2021 despite the persistent scarcity of certain profiles on the job market. PROMOTING WOMEN, IDENTIFYING AND SUPPORTING HIGH-POTENTIAL WOMEN The Company is committed to supporting women whose development potential has been identified, and more specifically in accessing and taking up positions of high responsibility. For the Company as a whole, the share of women promoted was 42.4% in 2019, higher than their share in the workforce and the target of 40% (over the duration of the 2017-2019 agreement). In 2021, 31.2% of promotions concerned women (35% in 2020).

The ambition is to address all areas of diversity, for the overall performance of the company. In 2020, the extra-financial rating , compiled every two years by Ethifinance, confirmed further improvements: ◆ it includes Aéroports de Paris SA, ADP Ingénierie and Hub One. The rating for the whole was 89/100, i.e. +3 points compared to 2018, with 88 for human capital (+3 points), equal to “excellence” level on the rating scale; ◆ Aéroports de Paris SA improved by three points overall (90/100) and four points for human capital (89/100) over the same period. For Hub One, the overall score increased by four points (83/100) and by four points for human capital (87/100). ADP Ingénierie maintained its performance at 80/100 for human capital and increased by two points overall (72/100). The 2021 action plans are based in particular on the commitments made in the various agreements. Gender equality in the workplace For Aéroports de Paris SA, the 2020-2022 collective agreement of 18 November 2019 renewed the Company’s commitments; it maintained the ambition to create conditions that make it possible to achieve gender parity, a societal and performance issue. The current context requires special attention for recruitment, organisation, promotions and training. The actions are broken down into four axes : 1 Mobilise stakeholders and change mentalities: awareness raising and training actions concern in particular. International Women’s Day, on 8 March, was an opportunity to intervene as close as possible to employees: promotion of women in technical professions (2019), highlighting of inspiring women: Virginie Guyot, first woman leader of the Patrouille de France and women in the Group (2020), ninth Network and Career Forum for Women (2021). The association “ Elles bougent ”, which since 2015 has enabled its “sponsors” to work with middle school and high school students in technical and engineering professions: forums, Innovatech challenge, thematic workshops, events (Paris Air Show, Women’s Engineering Sciences Day). Training modules: “Preventing sexism in the workplace” (2017 2019); e-learning “Recruit without discrimination” for recruitment players and work-study tutors (September 2021); 9 micro learning Inclusion, including “Equality” and “Harassment” for all employees (October 2021).

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/ / SUMMARY OF THE QUANTITATIVE TARGETS SET BY THE AGREEMENT:

Objectives (for the duration of the agreement)

2021 results

2020 results

2020-2022 ADP SA commitments

45% 60%

Percentage of women on apprenticeship and professional training contracts

38%

40% 50% (1/2)

Percentage of women hired from the Graduate Program

33% (9/27) 100% (1/1) 31.2%

100%

Process all requests for salary adjustments/number of requests and adjustments

100% (7/10)

40%

Percentage of female within promotions

35%

For the governing bodies , on 18 December 2020, the Board of Directors adopted the 2021-2023 gender diversity policy and its objectives: to increase the proportion of women to 33% on the Executive Committee and to 40% for all management committees.

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