AIRBUS - 2020 Universal Registration Document

1. Information on the Company’s Activities / 1.2 Non-Financial Information

b. Inclusion & Diversity I. Introduction

In addition, any alerts related to I&D raised via the Company’s SpeakUp mechanism, including its confidential OpenLine, are investigated in accordance with the Company’s investigation process. IV. Initiatives During 2020, the Company continued to focus its efforts to redress its gender balance, including the number of women in management positions and an annual target of 33% of all new recruits to be female (26% in 2020), including those entering early in their careers, such as apprentices and graduates. Since 2017 there have been three women on the Board of Directors, compared to zero in 2013, and two women on the Company’s Executive Committee. At the end of 2020: – – 18.7% of the Company’s active workforce were women; – – 14% of management positions at the Company were held by women; – – 26% of all new Company recruits were women. The Company supports various national and international initiatives such as International Women’s Day and since 2018 we have committed to the UN Women’s Empowerment Principles aimed at empowering women to participate fully in economic life. The Company has also led the “Women in Aviation and Aerospace Charter” and has been instrumental in the development of the “Women in Defence Char ter” which demonstrates the commitment of a growing number of organisations across the industry to build a more balanced and fairer industry for women. In addition, the Company launched a “Management Basics Leadership Foundation Programme” to ensure that inclusive leadership becomes the norm at all levels. The Company is also accelerating change through its employee- led “Balance for Business” network, which has around 10,000 volunteer members worldwide. Initiatives run through this network include roadshows promoting employee-led initiatives such as peer-to-peer mentoring, confidence building and encouraging employees to challenge stereotypes and build their careers. The network also supports some outreach initiatives. Other employee-led networks such as the Women Innovative Network (“ WiN ”), the Airbus Africa Network, Spectrum, Pride@ Airbus, Generation-A, Seniors Talent and (Dis)Ability ambassadors networks are key to raising awareness of I&D, promoting inclusion, equal rights and increasing visibility. Initiatives include mentoring, leadership development of under-represented groups as well as conferences and discussions open to all employees. The annual Dis(A)bility Week campaign aims to raise awareness of disability across the Company and worldwide. This includes a series of workshops and awareness sessions on topics such as unconscious bias and psychological disabilities. During 2020 more than 30,000 employees engaged in Dis(A)bility Week activities worldwide, having doubled the participation rate compared to the previous year. Highlighting that being unique is valued and that difference is welcome, the Company ran a self-declaration campaign during 2020 to promote awareness of the importance of declaring a disability to the Company whilst communicating the benefits of self-declaration for employees and the teams.

During 2020, ”Respect Human Rights and Foster Inclusion” was prioritised as one of the four sustainability commitments. This priority re ects the focus the Company puts on I&D and the 140 nations and 20 different languages that it represents. An I&D position statement outlines the Company’s commitments to creating a safe and inclusive culture, including zero tolerance to discrimination and harassment, whilst the Company’s Code of Conduct and Supplier Code of Conduct expresses the expectations of both employees and suppliers in this respect. In line with the Company’s values, a comprehensive I&D strategy drives the Company’s approach to embedding I&D focusing on intergenerational, ethnic, social and cultural diversity as well as gender equality, LGBTQ, neurodiversity and disability-friendly policies and hiring processes. The I&D strategy aims to ensure that the Company: – – creates a safe environment and inclusive culture where collaboration, empowerment, continuous learning and accountability are promoted and valued. The Company has zero tolerance for harassment or discrimination of any kind; – – ensures the Company attracts, recruits, develops and retains a large and diverse pool of talent. This talent is a re ection of our customers and suppliers base as well as the communities around us; – – develops a thriving work environment supported by its values system, leadership model as well as a code of conduct understood and practiced by all; – – champions long-term sustainable impact not only in the aviation sector but also in the communities we work in by being signatories to the SDGs. II. Governance The I&D team is part of the “DEVELOP Leadership, Culture, Inclusion and Diversity Center of Expertise” within the human resources function and represents each of the Company’s Divisions, with regional I&D focal points suppor ting the implementation of the I&D strategy. An I&D Advisory Board, chaired by the Chief Human Resource Officer with representatives from the Executive Committee and other Divisional and regional executives, meets quarterly and provides top level oversight and input into the I&D strategy as well as reviewing risks or issues raised, providing support on new initiatives, processes or changes to policy and making appropriate recommendations to the Executive Committee. In addition, local I&D (including disability) steering committees, championed by senior leaders and executives in the regions, provide additional support to embed and advance the I&D strategy and provide valuable local input into the I&D team and advisory board. The steering committees are supported by a network of diversity business champions. III. Risk Management Any identified risks related to I&D are recorded in the Company’s ERM and appropriate action plans agreed. Progress is reviewed quarterly.

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Airbus / Registration Document 2020