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

OPERATING IN AN EXEMPLARY MANNER

Employee awareness-raising Throughout the year, the employees of Aéroports de Paris are made aware of issues relating to the preservation and protection of the environment, as well as energy management. ◆ the various internal environmental communication tools; ◆ the community of “eco-employees” (signatories of an Eco charter); ◆ the European Sustainable Development Week and the European Mobility Week; ◆ actions to raise awareness and engage in dialogue with as many employees as possible on a variety of topics: themed environment cafés, carpooling challenge, responsible digital challenge, Fresques du Climat (fun scientific collective intelligence workshops), presentation of employee travel surveys in the form of webinars. Innovation to enable the environmental transition The hOlistic Green Airport (OLGA) project, as part of the European Union Green Deal (https://www.olga-project.eu/): led by Groupe ADP with Paris-Charles de Gaulle airport, the OLGA consortium brings together 57 partners and third parties, including four airports, manufacturers, airlines, research players and public players. This project aims to test and then replicate innovations intended to reduce the environmental impact of the air transport sector in a holistic manner: decarbonisation of aviation ground activities, introduction of sustainable aviation fuel, decarbonisation of airport accesses, improvement of the biodiversity index of airports, improved energy performance of buildings, improved air quality modelling, waste reduction, etc. Transforming airports into “hydrogen hubs”: a major industrial challenge, airports must eventually be able to supply and distribute hydrogen in very large quantities and at a competitive cost. To do this, they must now build, brick by brick, the local and regional markets in which the zero-emission aircraft can be inserted. In this context, Groupe ADP launched, in February 2021, with the Île-de-France region, Air France-KLM and Airbus, a call for expressions of interest for H2 Hub Airport. Eleven projects were qualified to contribute to the emergence of a hydrogen ecosystem adapted to airport specificities, itself reflecting the regional ecosystems being developed on the platforms. Objectives and achievements to reduce our climate footprint The fight against climate change is one of the pillars in the Aéroports de Paris environmental and energy policy. In response to the major challenges identified for the Group’s activities, our environmental ambition is broken down into key objectives and action plans in seven areas: ◆ climate; ◆ air; ◆ soil pollution; ◆ noise pollution; ◆ biodiversity; ◆ water; ◆ materials/waste.

This ambition is being rolled out for the 2022-2025 period, within the Group’s entities in France and internationally, which are defining roadmaps for their activities while relying on environmental management. The objectives related to each of these areas, as well as the Group’s achievements and results, are detailed in section 1.3 of this report. Human rights measures 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). The crisis in the air transport sector following the Covid-19 pandemic is unprecedented in its history. The sharp drop in traffic has considerably slowed down Groupe ADP’s activity, including that of Aéroports de Paris SA. It characterised 2020 and determined the actions and discussions carried out during this period for the coming years. Non-discrimination at work and promotion of diversity and inclusion 30 years of commitment to the disabled With a first collective agreement signed in 1991, ADP SA is one of the first three French companies to have undertaken a voluntary approach in favour of equal opportunities at work; a commitment continued through its tenth Agreement (2020 2022). ADP SA’s Disability policy includes a global commitment in terms of recruitment including hiring priorities and personalised support; concrete measures aimed in particular at preventing or correcting any discriminatory situation or career development (even indirect), improving working and living conditions, and promoting job retention or professional retraining; a substantial financial envelope dedicated to purchases in the protected and sheltered sector. In the service of these commitments, but also of specific needs identified through a personalised diagnosis, each ADP SA department is called upon to take ownership of the diversity and inclusion issues by developing its own action plan for the coming years, and share its progress widely. Nearly 20 years of commitments to gender equality Through its various collective agreements (from the first agreement signed 2003 until the sixth 2020-2022 agreement), ADP SA has always committed to professional equality beyond what is provided for in the regulations, in particular through priority actions on jobs with a low female population, such as the participation of our employees, as sponsors of the association “ Elles bougent ”, in communication and awareness-raising actions among middle school and high school students on technical and engineering professions; the support of several committed organisations acting in favour of gender diversity and equal opportunities through the financing of the apprenticeship tax and partnerships with schools and companies that meet strict CSR requirements; long-standing commitments to charities, particularly in the context of sporting challenges such as Odyssea, a race to finance the fight against breast cancer, open to all Group employees wishing to participate; a regular

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