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 OPERATING IN AN EXEMPLARY MANNER

Social and Economic Committee (CSE) and local representatives and Trade union rights and social dialogue (2019), configuration of the GroupWorks Council and distribution of its representatives, and operation of the Group Works Council (2020). Since 1 January 2020, the Social and Economic Committee 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 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 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 a registered office in France. Chaired by the Chairman and CEO, it meets at least twice a year. Its scope and mode of operation are governed by two collective agreements signed in 2020. Health & Safety The prevention of occupational risks is at the heart of Groupe ADP’s concerns and values. Particular attention is paid to subcontractors, particularly on construction sites. An Objective Zero Accidents Charter on construction sites was signed on 19 May 2021 with Vinci. In addition, as part of its Corporate Social Responsibility approach, a detailed study of service provider accidents is regularly undertaken. It gives rise to prevention reviews organised by the Logistics & Purchasing Services division with the specifiers and service providers concerned, in order to identify areas for improvement and build action plans with our partners to improve occupational health and safety conditions for employees working on our facilities. A working group dedicated to the health and safety at work of our partners has been set up to implement and improve the systems dedicated to subcontracting. It reports directly to the Executive Committee on the measures implemented. The nature and causes of accidents are examined by the Executive In addition to its regulatory obligations, the Group has a proactive policy in terms of occupational risk prevention, broken down into systems and actions to be implemented in the field in order to preserve the health and safety of employees and partners, improve working conditions and promote well-being at work. The “Prevention is Success” programme (see point HR ** of this report) carried out within ADP SA emphasises that success is only possible in a safe working environment that is respectful of all employees and includes a multi-year action plan around four priority areas: risks of pedestrian and road travel, PRS, risk of assault and incivility for staff in contact with the public and prevention of accidents for our subcontractors. Hub One has implemented several actions to enhance PRS and quality of life at work: social listening barometer every two weeks; Committee twice a month. A proactive prevention policy

pay equality assessment and an individual appeal system to reduce pay inequalities and correct career developments that are unfavourable to women; measures aimed at reducing the impact of parenthood on the professional careers of employees (guarantee of a minimum of promotion and variable part for managers, calculated on the basis of the Company average; maintenance of the full remuneration during maternity and paternity leave, regardless of the duration; over-remuneration for parental leave and part-time work chosen; part-time work that until the child is six years old; adjusted working hours, travel and meeting hours; additional family compensation; day care places; Universal Services Employment vouchers). 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). 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 potential and equal opportunities in the world of science and technology. Airport International Group (AIG) was awarded the “Gender Diversity Destination” award for private companies in Jordan in 2021. 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. Actions in favour of priority neighbourhoods For many years, Groupe ADP has been deploying a social and solidarity-based economy policy in favour of the areas within which its airports have a right-of-way, which include many priority urban areas. The actions we are developing there are carried out either directly by Groupe ADP, notably through our social and sponsorship policy and the ADP Foundation, or via partnership organisations supported by the Group, such as the GIP Paris Charles de Gaulle Alliance. By joining the PAQTE 2021, ADP SA continued its action in favour of young people and priority neighborhoods (partnerships with secondary schools located in QPVs to offer quality internships and actions to discover companies and understand business lines; social sponsorship with associations involved in the QPVs; commitment to recruit 20% of work-study students and 66% of interns from QPVs; raising awareness of work-study teachers on non-discrimination; diagnostic of our HR processes to prevent the risks of discrimination and promote employment assistance

for residents of priority neighborhoods). Collective bargaining and social dialogue

ADP SA practices a very active social dialogue. Four agreements govern social dialogue and trade union rights: establishment of the

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