ADP_REGISTRATION_DOCUMENT_2017

SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY INFORMATION

RESEARCH AND DEVELOPMENT, PATENTS AND LICENCES

INFORMATION CONCERNING TRENDS

PROFIT FORECASTS

ADMINISTRATION AND EXECUTIVE MANAGEMENT BODIES

COMPENSATION AND BENEFITS OF CORPORATE OFFICERS

FUNCTIONING OF THE BOARD OF DIRECTORS AND MANAGEMENT BODIES

MAIN SHAREHOLDERS

OPERATIONS WITH RELATED PARTIES

FINANCIAL INFORMATION ON ASSETS, FINANCIAL POSITION AND RESULTS

Geographic distribution

2017 7,143

Geographic distribution Groupe ADP

2016 pro forma

France

7,188

European Union excluding France

3 0 2 9

4 0 0 9

Other Europe North America South America

Middle East

157

165

Southeast Asia, India, China

10 18

9

Africa TOTAL

14

7,342

7,389

Organisation of working time In accordance with the legal rules governing working time, the number of working hours at Aéroports de Paris is a result of the agreement on the organisation and reduction of working hours signed on 31 January 2000 (and its rider signed on 7 October 2007) and supplemented by the Solidarity Day Agreement of 29 March 2005 and its rider signed on 6 November 2008. It is for: ◆ 1,569 hours annually for non-management and non-executive employees on administrative, workshop and rolling work schedules; ◆ 1,501 hours annually for non-management and non-executive Riders governing situations unique to certain employees, including rescue and fire-fighting services (SSLIA, or Service de Sauvetage et de Lutte contre l’Incendie des Aéronefs , agreement of 6 April 2001 as amended by the agreement of 28 December 2006), emergency medical services (SMU, or Services Médicaux d’Urgence , agreement of 30 January 2002 and rider of 22 December 2008) and telephone switchboards (agreement of 24 July 2001). employees on uninterrupted work schedules; and ◆ 204 days annually for managers and executives. In 2017, negotiations began for an agreement to bring the daily working day to 12 hours for employees operating under the winter service framework. Each subsidiary is responsible for organising its own working time. Labour-management relations Aéroports de Paris places particular importance on the quality of labour management discussions. The development of modes of consultation and communication help to improve the quality of the corporate climate and encourage the individual and collective efficiency that contributes to the growth of the company. Two agreements were signed in 2016: ◆ on remote working, on 15 December; ◆ on the Time Savings Account, on 26 December.

In accordance with the laws of 4 August 1982 and 3 August 1986 relating to employees rights of expression (protocol signed on 23 December 1987) and the law of 14 June 2013 on job security, Aéroports de Paris agrees to ensure quality labour management discussions while respecting the principles of the International Labour Organisation (ILO): the group develops this dialogue through the recognition of trade unions, the right of employees to join a trade union, the right to union training and its willingness to communicate through trade union bodies and meetings with staff representatives. Dialogue is structured around a Groupe ADP committee, and a Works Council for Aéroports de Paris with a central body of employee delegates as well as over 50 union delegates. The exit from the Group’s accounting scope of consolidation of Hub Safe led to the renegotiation with the representative trade unions within the Group of a new configuration agreement. This was signed unanimously by the concerned trade unions, and the first meeting of the new committee took place at the end of November 2017. The health and safety policy was reviewed and three agreements were concluded on 9 January 2017 relating to the scope of the CHSCTs (Health and safety committee) (seven committees), the creation of a CHSCT coordination body and resources allocated to the CHSCTs. The inter- company committee installed by corporate agreement will handle the Company’s prevention policy and completes the prevention system. Two agreements were also signed on 10 January 2017 in application of the “Rebsamen” law of 17 August 2015. The first, on the conditions for holding mandatory negotiations, defines four negotiating blocks, three of which are held once every three years: compensation and distribution of added value (annual), working time and quality of working life, diversity, jobs and career management; the second sets out the conditions for informing and consulting the Works Committee. Discussions have started to adapt these systems to the new provisions in Ruling no. 2017-1386 of 22 September 2017 on the new organisation for social and economic dialogue within the Company, and favouring the exercise and promotion of trade union responsibilities. The agreements concluded will be made known to all employees, using several tools such as the intranet, internal newsletters, or “Infodif” (multicast).

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AÉROPORTS DE PARIS  REGISTRATION DOCUMENT 2017