ANTIN // 2021 Universal Registration Document

INFORMATION ABOUT THE COMPANY 7 Employees

The table below shows the breakdown of employees by age range for the last three financial years:

Number of employees by age range

Age range

As of 31-Dec-2021

As of 31-Dec 2020

As of 31-Dec 2019

<30 years 30-39 years 40-49 years 50-60 years >60 years

28 72 34

17 44 28

16 40 19

6 2

4 2

4 2

TOTAL

142

95

81

The table below shows the breakdown of employees by gender for the last three financial years:

Number of employees by gender

Gender

As of 31-Dec-2021

As of 31-Dec 2020

As of 31-Dec 2019

Female

58 84

39 56 95

31 50 81

Male TOTAL

142

The table below shows the breakdown of employees in the operating platform for the last three financial years:

Number of employees in the operating platform

Operating platform

As of 31-Dec-2021

As of 31-Dec 2020

As of 31-Dec 2019

Legal and tax, performance improvement, financing, sustainability, investor relations, fund administration

70

47

40

7.3.2 Working conditions and human resources policy The mission of human resources is to support Antin’s growth in all its human and functional components. The human resources policy enables each person to find the best job/skill allocation in response to Antin’s needs. In this regard, Antin places the development of individual and collective talent at the heart of its human resources policy. Diversity policy For more information about Antin’s diversity policy, please see Section 4.4.4 “ Promoting employee wellbeing and satisfaction, diversity, equity and inclusion, and career development across operations ” of this Universal Registration Document. Compensation policy Antin’s compensation policy is in line with the business strategy, objectives, values and interests of Antin. The remuneration policy is designed to encourage the alignment of the risks taken by Antin’s employees with those of the Antin Funds and Antin itself. In particular, the policy takes into consideration the need to align interests in terms of risk management and exposure to risk. The compensation policy is reviewed on an annual basis to ensure that it complies with regulatory developments, such under the AIFM Directive, and that it continues to reflect Antin’s compensation practices and operates as intended (for more information, see Section 1.7 “Regulatory Environment” of this Universal Registration Document). The compensation of employees who are Identified Staff within the meaning of the AIFM Directive includes fixed compensation

with the possibi l ity of individual increases and variable compensation. Identified Staff include the following individuals who are considered “risk takers” within the meaning of the AIFM Directive: Managing Partners, Chief Operating Officer, Partners, Chief Financial Officer and the Chief Compliance Officer. Fixed compensation The fixed element of compensation compensates the competence, experience, skill level and involvement in the assigned tasks. It is set according to market benchmarks and the principle of internal consistency within Antin. Individual raises are implemented through an annual review process managed by themembers of the Executive Committee, which takes place between October and December and involves a comprehensive review to ensure fair treatment and compliance with delegation rules. Variable compensation The var iable element of compensat ion compensates quantitative and/or qualitative achievements. It is determined annually in accordance with the compensation policy and applicable principles of effective governance by reference to market benchmarks and achievements with respect to individual objectives. Employee representative bodies Antin’s social policy aims to encourage constructive dialogue with the various employee representative bodies, whether through formal bodies or through the implementation of ad hoc bodies that encourage a more in-depth treatment of issues.

190 ANTIN INFRASTRUCTURE PARTNERS S.A. - UNIVERSAL REGISTRATION DOCUMENT 2021