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

SHELTERED AND PROTECTED EMPLOYMENT SECTOR In 2021, for Aéroports de Paris SA, €635,375 in services were provided by the sheltered and protected sector (595,000 in 2020). The target set by the agreement (€0.8 million per year on average) could not be achieved in 2021, despite an increase, as in 2020, given the drastic decline in activity and consumption. The services are very diverse in nature (cleaning of vehicles, collection of light waste, care of green spaces, small building maintenance projects, plan updates, post management, administrative work, catering and food trays, etc.) and 92% are covered by multi-year contracts. The work of Mission Handicap and the Purchasing Department, with the involvement of advisory bodies, has maintained the momentum of recent years in terms of the work being done to develop and perpetuate purchases with the sheltered and protected employment sector. These results are also the result of the collaboration with GESAT (association, network of companies in the sheltered and protected sector: establishments and services providing assistance through work and sheltered companies), a major player in the sector, facilitating the relationship between Aéroports de Paris, its client counterparts and service providers.

Employment of young people This major challenge remains, given the importance of enabling young people to continue their training, and in light of the age pyramid. The provisions relating to the employment of young people (30 years old included) are part of the collective agreement of 16 January 2019 relating to the GPEC, for the 2019-2021 period. Management is committed to their integration, in particular by confirming the target of 35% of new recruits to be young people on permanent contracts over the term of the agreement. In addition, it is committed to recruiting 30% of work-study students in the technical sector. The Company has also reaffirmed its desire to use work/study programmes as a preferred means of bringing young people on permanent contracts into the Company, in line with the needs identified.

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Over the three years of the agreement, the results are:

Objectives (for the duration of the agreement)

2021

2020

2019

2019-2021 ADP SA commitments

35%

Percentage of young employees among permanent recruits Percentage of people on work-study contracts among permanent recruits for maintenance positions Rate of employment of people on work/study contracts

43%

27%

46%

30% 3.2%

17.6%

0%

15%

2.54%

3.14%

3.4%

In 2021, 68 young people were recruited on permanent contracts (49 in 2020), including 27 from the Graduate Program (two in 2020). 137 work-study contracts were signed (62 in 2020). In 2020, the Company chose to maintain its current contracts and recruit new work-study students, in order to enable young people to continue their training and continue its commitment to work-study programmes. In addition, external recruitments are facilitated for apprentices. While in 2020, no maintenance apprentices could be hired, three were in 2021, and there were 17 hires for all business lines. On-boarding programmes and tutors have been put in place, with a particular focus on their training. Lastly, the agreement includes provisions to assist these people with access to housing (help in the search for social housing, Mobili Pass, Loca pass and Mobili jeune) and their mobility (provision of vehicles in conjunction with the Papa Charlie association). The negotiation of a new three-year agreement for 2022-2024 on the management of employment and career paths (GEPP) included the employment of young people. Geographic and socio-cultural diversity is part of the PAQTE: ◆ a target rate of work-study students from priority urban development districts 1 of 20%: achieved 2021: 8.7%, (11% in 2020); ◆ objective for third-year interns frompriority urban development districts of 66%: achieved in 2021: 16.6% (9% in 2020);

◆ partnerships with apprentice training centres, Promeo (work study classes in maintenance), interns, and local initiatives with the Maisons de l’Environnement; and organisations that promote the employment of young people benefit from the apprenticeship tax (Article 1, Apprentis d’Auteuil, 2 ème Chance, Fondation pour un avenir ensemble, etc.). In 2021, Hub One welcomed 49 new work-study students (34 in 2020). Retention of seniors in employment The provisions relating to the employment of seniors are included in the collective agreement of 16 January 2019 on the GPEC and training. In light of the Company’s age pyramid, Management and the social partners have not set targets for hiring seniors. However, measures have been developed to improve working conditions, prevent difficult working conditions, anticipate career changes, develop skills and access to training, as well as end-of career management (interviews, help with purchasing quarters and agreeing part-time hours). Support is provided for the transmission of knowledge and skills. In 2021, 918 employees over the age of 55 benefited from the RCC scheme, lowering the average age from 49 to 47.5 years. In this context, the transfer of skills was organised at the end of 2020, by providing managers with tools to facilitate the capitalisation of knowledge and its transmission. More than 300 managers took part in forums on this topic and used these tools.

1 Priority district for urban policy.

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AÉROPORTS DE PAR I S / UN I VERSAL REG I STRAT I ON DOCUMENT 202 1