ADP_REGISTRATION_DOCUMENT_2017

SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY INFORMATION 17 SOCIAL INFORMATION

Retention of seniors employment Provisions relating to the employment of seniors are now incorporated into the global collective agreement on training and generation contracts. The agreement stipulates a 2% senior (at least 50 years old) hiring rate in 2016-2018, an average percentage of the workforce aged 55 and over of 14.5%, measures to improve working conditions and prevent difficult working conditions, anticipate career development, skills development and access to training and end-of-career management (interviews, aid for the purchase of contribution quarters, part-time hours). The transfer of knowledge and skills is supervised. In 2017, the recruitment rate was 5.1% of permanent hires and employees aged over 55 years old accounted for 22% of average staff numbers. 36 employees benefited from end-of-career part-time hours as of 31 December 2017.

Employment of young people Provisions relating to the employment of young people are now incorporated into the global collective agreement of 29 January 2016 on training and generation contracts. Management undertook a commitment to bringing in young people; the target is for 30% of new recruits over the life of the agreement to be young employees on permanent contracts. In 2017, this rate was 48.9%. On-boarding programmes and tutors have been put in place, with a particular focus on their training. The company also reaffirmed its desire to expand the use of work/study programmes as a preferred means of bringing young people on permanent contracts into the company, in line with the needs identified. The recruitment of permanent staff from work/ study programmes is 6.3% (target over the life of the agreement: 15%). The rate of employment of interns is 2.4% of the workforce (target: 3%). Aéroports de Paris has continued its recruitment efforts in passenger handling by means of future sustainable jobs or generation contracts, primarily in the Car Park agents area.

2017

Aéroports de Paris workforce distribution by age

2016

Under 25 years old 25 to 49 years old

1%

1%

55% 40%

58% 38%

From 50 to 60 years old

Over 60 years old

4%

3%

Employment and integration of disabled people A new agreement was signed on 25 January 2016 for the 2016-2018 period, reaffirming Aéroports de Paris’ commitment to this field since 1991. In particular, it includes appointment targets over the life of the agreement: 15 permanent (five recruits in 2017) six work-linked training (zero completed), 15 assisted or fixed-term contracts (two made), six internships (four made) and service purchases (€0.8 million per year: €0.933 million completed). It also allows for better support of the integration of disabled workers through the commitment to adapt their working environment according to their needs and promote the actions of the employees who support them. As part of its policy to foster relationships with schools and welcome students with disabilities, in July 2013 Aéroports de Paris signed a partnership with Institut National des Jeunes Sourds. The level of employment achieved in 2017 was 7.5% (7.24% in 2016, 6.74% in 2015 and 6.46% in 2014). Disabled persons accounted for 2.8% of external hires in 2017. Diversity in the subsidiaries Collective agreements on gender equality in the workplace were signed with ADP Ingénierie (2014) and Hub One (2014), and on the “generation contract” (respectively in 2013 then 2015 and 2017). In addition to these agreements, each subsidiary of Aéroports de Paris signed the Diversity Charter on 17 April 2014. This commitment confirms the policy of the Group in this area and marks the launch of a common approach to reflecting on the priority actions to be taken. Collective agreements on gender equality in the workplace were signed with ADP Ingénierie (2014) and Hub One (2014), and on the “generation contract” for ADP Ingénierie (2013 then 2017) and Hub One (2015).

Sheltered and protected employment sector In 2017, Aéroports de Paris ordered services worth €933,000 from 21 suppliers in the sheltered and protected sector, in line with the annual target set out in the agreement on the employment of disabled persons. The services are very diverse in nature (cleaning of vehicles, collection of light waste, care of green spaces, small building maintenance projects, plan updates, post management, administrative work, catering and food trays, etc.) and 88% are covered by multi-year contracts. The work of the Mission Handicap and the Purchasing department, with the involvement of advisory bodies, has made it possible to maintain momentum in terms of the work being done to develop and perpetuate purchases with the sheltered and protected employment sector. These results also come from the partnership with the GESAT 1 , a major organisation in the sector, facilitating the relationship between Aéroports de Paris, its counterparts from ordering parties and the service providers. Promotion of and compliance with the provisions of the fundamental conventions of the International Labour Organisation 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 Organisation (ILO). More generally, extra-financial ratings, actions and communication on the Company’s processes rely on the ISO 26000 guidelines, which are the performance benchmark for CSR used by the Company.

1 Association, company network in the sheltered and protected employment sector (establishments and services promoting assistance through work and sheltered companies).

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AÉROPORTS DE PARIS  REGISTRATION DOCUMENT 2017