Airbus - 2022 Universal Registration Document

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

New harmonised training courses have been, and are being, developed to support culture change and risk prevention, including: – health and safety fundamentals – A digital course providing a high-level overview of occupational health and safety, the regulatory framework and the management system approach in securing a safer and healthier work environment; – induction training – to guide managers in how to deliver an effective workplace health and safety induction for new team members, also demonstrating the Company’s commitment to health, safety and wellbeing; Over 286,815 hours of dedicated health and safety training were delivered to 90,490 individual employees between October 2021 and September 2022. Since their creation, around 4,000 employees have attended modules 1 and 2 of the “Airbus Environment and Health & Safety (EHS) Leadership Certificate”. Between October 2021 and September 2022, 2,214 employees attended these modules. Modules 3 and 4 have been made available from end 2022. Successful completion of all four modules will result in an externally validated certificate in health and safety competence. Leadership involvement is key in stimulating continual improvement. More than 180 executives and “Level IV” managers completed the “Leadership Masterclass on Environment and Health & Safety” between October 2021 to September 2022. In addition, the majority of executives and “Level IV” managers have now attended the practical “Back to the Floor” health and safety training. Occupational Health and Wellbeing Psychological health and wellbeing are priorities for the Company. Whilst the causes of psychological issues tend to be multifactorial, this does not alleviate the ethical and commercial reasons for supporting employees in pursuit of a state of wellbeing – which is more than just the absence of ill-health. Mental health consultations are offered to employees on site and remotely, providing opportunities for them to anonymously express concerns about personal or professional aspects in their life. In addition, health and wellbeing support material is made available on the Company’s intranet pages. Initiatives such as “Wellbeing seminars”, “Mental Health days” and “Therapy dogs” visiting sites have helped to raise awareness and open discussion on these sensitive topics. The role of “Wellbeing Ambassador” has been created and will be deployed in 2023. In 2022, the mandatory training list for managers included: – “Mental Health Awareness”, exploring ways to recognise and address mental health concerns and supporting managers in promoting good mental health;

– “Health and Safety Conscience of a Leader”, reinforcing the accident prevention role of leaders and the importance of developing a positive health and safety culture. Finally, the occupational health teams have continued to robustly support the fight against COVID-19 and its consequences, by providing advice and support for individual employees and the business as a whole. Reporting and Indicators The Company’s employees are required to report accidents, near misses and hazards to their manager, who is consequently required to investigate. The incident and investigation details are recorded and this data is analysed to identify opportunities for risk mitigation and overall performance reporting. Lost time injuries are reviewed and assessed where appropriate by the relevant bodies, including safety committees. The Frequency rate performance is also periodically shared with relevant work councils, including the SE-WC. Company-wide data collection and analysis is performed on FISH (Federated Information for Environment, Safety and Health), a global environment, health and safety platform, including an incident management module. Around 80% of the Company’s employees including the active workforce, apprentices and temporary employees, are estimated to be covered under the FISH platform. The FISH perimeter continues to be progressively extended. The deployment of the incident management module is ongoing at sites in North America and the Asia Pacific region. Complimentary data are monitored by the operational health and safety teams. The harmonisation of data management and thus more powerful analysis remains a goal. One of the indicators used by the Company to measure its performance is the lost time injury (LTI) frequency rate (the “FR1”). This indicator is a company-wide standard designed to enable geographical and organisational comparisons and it may differ from the formulae used by other companies. This indicator considers the work-related lost time injuries in relation to the working hours, on a rolling year basis. In the company incident management method, lost time injuries are defined as those that require medical attention and which cause the employee to be absent from their normal work activity for 24 hours or more, not counting the day of the accident but including weekends and holidays. This produces a figure of the number of injuries per one million (1,000,000) worked hours. The 2022 end-of-year figure of the rolling frequency rate amounts to 1.60 Company-wide and 2.25 for the Company’s commercial aircraft perimeter.

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Airbus / Universal Registration Document 2022