Airbus - 2022 Universal Registration Document

1. Information on the Company’s Activities /

1.2 Non-Financial Information

01

1.2.11 Inclusion and Diversity

I. Introduction “Respect human rights and foster inclusion” is one of the four sustainability commitments. This priority reflects the focus the Company puts on inclusion & diversity (“ I&D ”) and is illustrated by the 147 nations that its employees represent. An I&D position statement outlines the Company’s commitments to creating a safe and inclusive culture, including zero tolerance to discrimination and harassment, while the Company’s Code of Conduct and Supplier Code of Conduct express the expectations towards 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 practices. 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; – attracts, recruits, develops and retains a large and diverse pool of talents. This talent is a reflection of the Company’s customer and supplier base as well as the communities around; – develops a thriving work environment supported by its values system, leadership model as well as a Code of Conduct understood and lived by all; – is committed to have a positive long-term sustainable impact not only in the aviation sector but also in the communities the Company works in by being signatories to the SDGs.

Inclusion & Diversity

GRI

SDGs

Others

405 Diversity and Equal Opportunity, 406 Non-discrimination

4, 5, 8, 16Vigilance Plan

Highest governance body(ies) involved

Board of Directors / ECSC; Executive Committee Inclusion & Diversity Board Human Resources Airbus Company Policy Airbus Code of Conduct Airbus Supplier Code of Conduct Universal Declaration of Human Rights OECD Guidelines for Multinational Enterprises ILO Conventions

Related corporate policies and documents

External standards or frameworks taken into account

2022 vs. 2021

KPIs

2022

Target

Target horizon

2021

% of external hires to be female (active workforce) % women in Board of Directors % women in senior management – Executives Number of men in senior management – Executives Number of women in senior management – Executives

33%

Yearly

22% 27% +5p.p.

33%

2022

25% 33% +8p.p.

18%

2022

14% 16% +2p.p.

821

157

Other key metrics (More in “– 1.2.17 ESG Data Board”)

2022 vs. 2021

2022

2021

% women in active workforce

19% 20% +1p.p.

% women in Executive Committee % women in “Level IV” managers

25% 25% +0p.p.

16% 17% +1p.p.

Code of Conduct – incl. non-discrimination commitment , Inclusion and diversity on Airbus.com ,

Airbus International Framework Agreement – incl. Equal Opportunities commitment UN Women’s Empowerment Principles – CEO statement, AD CEO statement, LGBT+ Charter with L’Autre Cercle Association for an inclusive work environment, France Gender Pay Gap Statement 2021, UK Gender Pay Gap Report, Airbus UK I&D Agreement, Women in Aviation and Aerospace Charter , Women in Defence Charter , Partnerships supporting people with disabilities: Atouts pour tous , Handisup , Handi Proconseil

Additional resources

107

Airbus / Universal Registration Document 2022