Airbus - 2022 Universal Registration Document

1. Information on the Company’s Activities /

1.2 Non-Financial Information

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Furthermore, the Company is committed to preparing for the future of employment and working conditions together with social partners: In Spain, the Company continued with the social dialogue in order to carry out the commitments included in the VI CBA (Spanish Collective Bargaining Agreement) and to put in place relevant agreements, such us a new remote working policy or in order to share with social partners the strategic direction set out in the 2030 vision. In France, thanks to a fruitful and established long-term social dialogue with employee representatives, the Company continued the major transformation project called Reload which started in 2021, aiming at simplifying, modernising and harmonising Company agreements related to compensation, benefits, grading, working time duration, health, safety and working conditions to make them more readable for its people and adapted to the Company’s challenges. This project also aims at integrating the evolution of the Metallurgic Branch Agreement which was signed in 2022. In particular an agreement about healthcare, death and disability was concluded with the signature of all unions. In Germany, social dialogue mainly focussed on supporting the ramp-up activities, the works council elections and concluding the collective bargaining round, which was conducted by the I. Introduction The Company’s people draw on each other’s expertise and experience and put all their passion and determination to pioneering sustainable aerospace. Human Resources is at the heart of the Company. The current priorities of the Company’s Human Resources (“ HR ”) function within its People Strategy are: – engaging, inclusive and high performing leadership; – skilled workforce and an agile learning organisation; – inclusive workplace and simplified ways of working. As of 31 December 2022, the Company’s workforce amounted to 134,267 employees (compared to 126,495 employees in 2021), 96% of which consisted of full-time employees. These statistics take into account consolidation effects and perimeter changes throughout 2022. Depending on country and hierarchy level, the average contractual working time is between 35 and 40 hours per week. 2022 confirmed the strong aerospace industry recovery, enabling the Company to accomplish its recruitment plan with a particular focus on new skills, diversity and generational renewal. As part of this, the Company launched a new programme to welcome university graduates, the Airbus Global Graduate 1.2.13 People

employers´ associations of the metal and electrical industry in which the Company is a member. In the UK, the Company reached an agreement with Unite for collective bargaining rights for employees in the “Advanced Professional” and “Level V” grades for the Company’s commercial aircraft activities. This was supported in a ballot of all employees in these grades. Enabling for Sustainability Plans In 2022, in line with its sustainability ambition, the Company reached an agreement with its social partners about the inclusion of the accident frequency rate and CO 2 in the remuneration of “Level IV” managers from the year 2022. V. Outlook In 2023, the Company aims to continue its dialogue with social partners, sharing its strategy, its organisational changes and preparing for its evolving ways of working, as was done in 2022. Other key areas will be the continued ramp-up of its activities and the transformation projects which will be essential to the Company’s future success. Furthermore, it aims to continue discussions and cooperation with some national and international trade union federations. Program. The faster-than-expected recovery of commercial aircraft activity and strategic programmes development in the two Divisions, resulted in the Company’s workforce increasing by more than 6% (8% commercial perimeter, 5% in Airbus Defense and Space Division and 3% in Airbus Helicopters Division). Following the workforce adaptations carried out in 2020/2021, the number of leavers seen in 2022 is returning to pre COVID-19 levels, with an attrition rate of 5.0%. The Company’s workforce is 88.6% based in Europe, across more than 100 sites. Concerning the nationality of its employees, 35.0% are from France, 30.7% from Germany, 7.4% from the UK and 10.7% from Spain. The evolution of the Company’s global presence is seen in the increase of the workforce located outside Europe (11.4% in 2022 vs. 10.9% in 2021) and the increase of nationals from outside the Company’s home country nationals to 16.2% ( vs. 15.1% in 2021), coming from 143 other countries. Workforce by Business Segment, Geographical Areas The breakdown of the Company’s employees by business segment and geographical areas, including the percentage of part-time employees, is available in “– 1.2.17 ESG Data Board”.

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Airbus / Universal Registration Document 2022