ANTIN // 2021 Universal Registration Document

SUSTAINABILITY

Responsible company approach

To ensure ability and expertise in the management of its human resources (HR) goals, in 2021, Antin also expanded its HR team and brought on a Head of HR based in Paris. Policies and outlook The following points explain both the specific policies and procedures currently in place, as well as strategies and actions being formed, to help Antin achieve its employee wellbeing, DEI, and career development goals. Labour relations Antin commits to complying with all relevant regulations and maintaining positive relations and open dialogue with employees. Employee wellbeing and satisfaction Antin maintains robust employee wellbeing and satisfaction policies, covering paid time-off, paternity and maternity leave, anti-harassment, and equal opportunity. To involve its employees in future growth and value creation, Antin set up an Employee Stock Purchase Plan (ESPP) along with the launch of its initial public offering (IPO) in 2021. Eligible employees were offered the opportunity to purchase shares at preferential conditions and with a matching contribution from Antin. This initiative resulted in 89% of eligible employees having invested in the ESPP, with very strong involvement across offices. In 2022, Antin intends to conduct an employee wellbeing and satisfaction survey to better understand the issues most important to its workforce. Moreover, Antin will continue to review its wellbeing and satisfaction policies, such as those relating to paid time off, parental leave, and flexible work, to reflect its growth, geographical expansion, and current working conditions. Employee training and development Antin endeavours to ensure employee development and career advancement. To guarantee employees’ needs are understood and met, Antin conducts bi-annual reviews for all employees. Antin also conducts trainings on ad hoc issues as they arise and provides room for employees to voice interest in specific trainings during the above-mentioned periodic reviews.

Additionally, to improve career development opportunities, Antin introduced a mentorship programme for investment team members and new hires in October 2021. Going forward, Antin's HR team intends to introduce other measures to respond to evolving needs for more formalised training and development, including induction training for new joiners. Diversity, equity, and inclusion Antin has historically striven to promote and maintain a diverse, inclusive, and stimulating work environment where employees are treated with dignity and respect, valued for their differences, and empowered to succeed. These values are also evidenced by the remarkable diversity in age and nationality across Antin. 32 different nationalities 36.8 average age Antin aims to promote an inclusive work environment for people with disabilities. The Group is also constantly working towards achieving greater gender parity, as shown by the share of women among its workforce (please refer to the Performance paragraph below) and the signing of France Invest’s Gender Equality Charter in 2020. Key work towards achieving Antin’s DEI goals over the past year has included the formalisation of a Group-wide DEI Policy and DEI Statement, the launch of a women’s network, and participation in industry initiatives to promote DEI within the financial industry. Building on its newly formalised DEI Policy and DEI Statement, in 2022, Antin aims to roll out DEI training for employees to help build awareness of unconscious bias and other barriers to DEI throughout the organisation and empower all staff members to be a part of Antin's DEI culture. In February 2022, Antin became a member of the North America-based Institutional Limited Partners Association (ILPA)'s Diversity in Action Initiative to collaborate with peers on ways to promote DEI at firm level and within the financial industry.

4

Performance

2021

Total

Women

number of

number of

share of

Permanent employees and movements (1)

Employees (2)

163 ✔

68 ✔ 20 ✔

42% ✔ 24% ✔

Investment professionals

83 11

0 ✔ 3 ✔ 1 ✔

0% ✔

Partners

38% ✔ 33% ✔ 41% ✔

Senior partners

8 3

Executive Committee members

New hires (3) Departures (3)

58

24 ✔

6

3

50%

(1) Data as at 31 December 2021. (2) Includes Antin's permanent full-time employees only. (3) Includes permanent full-time employee hires and departures, excluding contracts terminated during the probation period. ✔ Limited assurance provided by statutory auditors.

As mentioned in Section 2.3 “ Board of Directors ” of this Universal Registration Document, the Company Board of Directors comprises three female Directors, representing a share of 43% women.

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