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

potential and equal opportunities in the world of science and technology. Airport International Group (AIG) , was, in 2021, the winner of “Gender diversity destination” for private companies in Jordan. This competition supports companies as part of a five-year World Bank programme for the economic participation of women in Jordan, Lebanon and Iraq. Companies have been invited to submit their plans to improve diversity and gender equality in the workplace. A winner, AIG will benefit from consulting services, an assessment of gender diversity of its workforce to enable the preparation of an action plan to facilitate the implementation of gender diversity objectives. This project illustrates the commitment to promote gender equality in the workplace and to increase the number of women in the Company, in particular in management and technical positions. AIG is also active in the UN Women programme. Employment and integration of people with disabilities The agreement signed on 28 November 2019 for the 2020 2022 period, for Aéroports de Paris SA, pursues the objectives of recruiting and supporting employees with disabilities. Given that recruitment to technical positions can be difficult, this agreement sets out a commitment to recruit people with lower levels of qualification, with internal support and training provided by the Company. Specific engineering is developed for these recruitments. The objective is also to ensure that all Aéroports de Paris employees with disabilities have a quality of life at work identical to that of other employees. A first survey was carried out in 2019 to better identify their needs and define appropriate actions. The target employment rate of 7% of disabled workers has been maintained. It was 7.2% in 2019. In 2020, it was 7.02%, with the new legal calculation method, which no longer takes into account purchases from the protected sector. The 2021 rate will be calculated in April 2022 in conjunction with social organisations. It will be impacted by RCC departures. Collaboration with the sheltered and adapted work sector continues, despite this change in the calculation of the employment rate. In the context of the health crisis, the objective of recruiting people with disabilities is maintained. In 2021, one hire was made, as in 2020, given the scarcity of applications corresponding to the jobs.

The percentage of women on the Executive Committee quadrupled in two years, from 8% in 2019 to 33% at 31 December 2021. For the Management Committees, out of 14 divisions, six exceeded 40% and five reached at least 30%. Thanks to this progress, Aéroports de Paris SA ranked 23 rd in the 2020 ranking of women in governing bodies of the SBF 120, published in 2021. It was 59 th in 2019 and 66 th in 2018. 3 Guaranteeing equal pay , at recruitment and when awarding individual pay increases, as well as making adjustments to rectify any unjustified differences, in accordance with a specific procedure. Particular attention is paid to compensation: the gap in basic pay between women and men has been decreasing since 2015 (3.7%). It decreased from 3.4% in 2016 to 3% in 2017 and to 2% in 2018 and 2019. In 2021, it was only 1.6%. The gender equality index score, pursuant to the law of 5 September 2018 on the freedom to choose one’s professional future, was 89 out of 100 in 2018, 2019 and 2020 (average for companies with more than one thousand employees in 2020: 87/100). 4 Act in favour of work-life balance (maintenance of compensation for paternity leave, identical to maternity leave, parental part-time work chosen and overpaid, until the child is six years old, instead of the legal age of three, nursery places, CESU financing). The French subsidiaries have also taken action in these areas: Hub One signed a new three-year agreement on 23 December 2019 and ADP Ingénierie on 7 February 2020. In 2016, TAV Airports committed to complying with the Women’s Empowerment Principles (WEP). Since then, to promote diversity in the workplace, all HR processes have been assessed and certified in accordance with the equal opportunities model developed by the Women Entrepreneurs Association of Turkey (KAGIDER). The percentage of women is 26% (25% in 2020) and 28% for managers. The proportion of women in the holding, where administrative staff is more concentrated, is 42% (36% in 2020). The Board of Directors has included three women since 2018, vs one in 2017. Moreover, TAV Airports is one of the founding members of the Women in Technology Association (Wtech) launched on 31 January 2019 to increase the number of women working in the technology sector, enabling them to discover their individual

Objectives (for the duration of the agreement)

2021 results

2020 results

2020-2022 ADP SA commitments

12

Permanent appointments

1

1

6 4

Work/study training contracts Assisted and fixed-term contracts

0 0 0

0 0 0

10

Internships

€0.8 million/year

Purchases of services

0.635

0.595

Hub One has begun to provide awareness-raising sessions on disability and communication actions. In Jordan, AIG’s recruitment policy offers opportunities for candidates with disabilities. Initiatives have been taken with the High Commission for Disability and the Ministry of Labour.

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