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

The negotiation of a new three-year agreement for 2022-2024 on the management of employment and career paths (GEPP) included the employment of seniors.

10 employees benefited from end-of-career part-time hours as at 31 December 2021 (19 in 2020). The skills-based sponsorship set out in the agreement concerned five employees at the end of 2019 and seven in 2020. The context did not make it possible to maintain missions in 2021.

2021

Breakdown of ADP SA workforce by age

2020

Under 25 years old 25 to 49 years old 50 to 60 years old Over 60 years old

1%

1%

45% 50%

47% 44%

4%

8%

Ongoing social dialogue For human resources and the social climate, the major risk is the failure to achieve the Company’s transformation objectives, which could result from the lack of motivation, the disengagement of employees, or possible tensions with trade unions. The new provisions relating to corporate bodies have offered the opportunity for a more modern social dialogue to facilitate developments within the business. Since 1 January 2020, the Social and Economic Committee (CSE) has been the sole employee representation body. It is assisted by specialist committees, notably the Health, Safety and Working Conditions Commission (C2SCT), and five local committees dedicated to health, safety and the improvement of working conditions (C3SCT). Forty employee representatives make up the local representation. The Social and Economic Committees for the French subsidiaries ADP Ingénierie and Hub One were set up in 2019. At Group level, social dialogue is structured around a Group committee which brings together Aéroports de Paris SA and those subsidiaries that have staff representative bodies and their registered office in France. Chaired by the Chairman and CEO, it meets at least twice a year. Its scope and method of operation are governed by two renegotiated collective agreements which were signed on 2 December 2020.

For Aéroports de Paris SA, from March, the social dialogue took place in the context of the health crisis and its major impact on air traffic and therefore the activity of Aéroports de Paris. The operation of the CSE and its commissions was adapted during the crisis, notably through combined face-to-face and remote meetings, and the use of audio and video-conferencing, to ensure continued compliance with the Company’s obligations. The items discussed have mainly related to the situation and include cost saving measures, new strategic directions, organisation, and information on the situation, in the context of the negotiations described above. Four collective agreements or amendments were negotiated and signed for ADP SA: ◆ amendment of 3 March 2021 to the agreement on the compensation of employees in partial activity of 28 July 2020; ◆ memorandum of understanding ending the dispute of 13 July 2021; ◆ agreement on the payment of an exceptional purchasing power bonus of 30 September 2021; ◆ amendment to the agreement of 12 February 2007 instituting a collective plan for the reimbursement of medical expenses of 21 December 2021. There was no NAO 2021 agreement (compensation and value added sharing).

2021

Collective agreements signed by theme – Aéroports de Paris SA Compensation (salary agreements, incentives, profit-sharing, medical expenses, compensation for partial employment)

2020

2019

4

2 2

2 2 2 2

Employee representation

- - - - - - - -

Diversity

- - -

Professional elections

GPEC, training, generation contract

1

Employment Working time

2

1

1

Pensions

- -

2 2

Savings plan (Company and Group)

TOTAL

4

7

14

Social dialogue continued in 2021 to implement solutions for the future of the Company, as described in the section “Adapting resources to new strategic orientations”.

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