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

Numerous exchanges were established with ADPi, for example: sharing of the remote working protocol, access to co-working, and space optimisation. In particular, the company updated the single document, defined health protocols and conducted an employee survey on the consequences of the health crisis. As part of the PSE, specific actions have been implemented to support the stakeholders in charge of the project, reassure employees of the attention paid to individuals, offer confidential support, and help and meet employees in difficulty, and refer to third parties (social workers, occupational physicians, medical specialists). Regular feedback on the process and the support have been put in place, in compliance with the Code of Ethics for psychologists, to inform or alert. Hub One also retained the range of prevention measures: remote working, updating of the single documents, health protocols and disinfection of workspaces, monitoring of positive Covid-19 cases, distribution of equipment (gel, masks, visors), awareness-raising for managers about remote management, psychological listening unit. TAV Airports also implemented similar health protocols: sanitising of working places and tools, social distancing, distribution of gel, masks and visors, temperature taking, etc. Evaluation of PSRs in the Single Document is carried out regularly within the various departments, according to a methodology shared by the entire Group, enabling the identification of risk factors through discussion with the employees concerned. In a context of massive partial activity, the discounting was partially carried out in 2020. It resumed in the second half of 2021, as part of the new organisation. The cross-cutting assessment of PSR was updated in 2020 and 2021. It is coordinated with the transformation support actions and the Guide for taking human factors into account in transformations. It is supplemented by a formal methodological framework for the analysis of internal psychosocial issues and by a benchmark guide to help assess situations and determine the action(s) to be taken. The Great Place to Work social barometer was used until 2019; perception surveys will be relaunched in 2022, with tools that will also provide a more regular view of the social climate. Hub One has a bimonthly social listening barometer. Annual report on workplace hygiene, health and safety Since 1 January 2020, the Social and Economic Committee is the sole employee representative body, dealing with health and safety at work Promotion of and compliance with the provisions of the fundamental conventions of the International Labour Organization Beyond a proactive policy where respect for human rights contributes to the functioning of the Company, Aéroports de Paris has developed its activity in accordance with the principles of the Global Compact, to which it has been a signatory since 2003. The Group undertakes to respect and promote the provisions of the fundamental conventions of the International Labour Organization (ILO).

In order to promote comprehensive and structural prevention, the Action plan for the prevention of PSR and support for employees was presented to the CSR Committee of the Board of Directors in February 2021, then to the Committee and the Board of Directors in October 2021. It relies in particular on managers. It aims to have a capacity for analysis and anticipation, to strengthen the overall prevention framework, and to be able to intervene on the various risk factors. This plan is based on: ◆ the multi-year occupational risk prevention plan , for which it was the priority for 2021, including the maintenance of the systems put in place during the crisis in 2020: regular information to managers and employees on the Company’s situation, direct communication with employees (WhatsApp, video presentations by the Chairman and CEO, newsletters, etc.), external support and psychological support line. A newmultidisciplinary analysis methodology for psychosocial disorders (DST) was developed in collaboration with the employee representative bodies; ◆ actions for employees in partial employment , in order to maintain the link with the Company and maintain time for collective and individual discussions (communication and information, Frequently Asked Questions, time for remote exchanges within departments by managers, on a voluntary basis); ◆ the support of managers , key players in the prevention of risks and the management of transformations; for the resumption of activity, in the restoration of work groups, the management of possible internal tensions and external incivilities as well as in the organisation of their activity. The manager ial support programme, launched in February 2021, enabled nearly 450 managers to participate in co-development groups and practice-sharing workshops, and to follow thematic webinars. In the second half of 2021, the actions focused on the management of teams in a hybrid work organisation, on the appropriation of the charter of the right to disconnect, and supported the implementation of their new organisations by promoting employee involvement; ◆ support for employees in changing professional situations: new business organisation, new environments and working methods. The Audit, Security and Risk Management Division also supervises the protection system for the Group’s expatriates on long- and short-term assignment . It is supported by training on safety awareness abroad. Specific monitoring and support was implemented in 2020. Expatriates are regularly informed of the risks related to their country, in terms of health, the situation and the local environment. Following the restrictions due to Covid-19, for example, employees began to return to their workplaces, following the periods of remote work. The Group’s entities have implemented the government measures specific to each country for their employees. TAV Airports also has procedures designed to ensure the safety of employees abroad and is developing them in coordination with Aéroports de Paris. Special procedures were implemented for travel during the Covid period, together with occupational physicians.

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