Airbus - 2022 Universal Registration Document

4. Corporate Governance / 4.1 Management and Control

In 2022, the ECSC met four times with an average attendance rate of 95%. All of the above described items were discussed during the meetings and the ECSC fully performed all its duties. Following the settlements reached with the French, UK and US authorities in January 2020 in relation to the SFO / PNF / US DoJ / US DoS investigations, the ECSC maintained a sharp focus on post-settlement activities (including compliance and export control reviews). The ECSC was notably provided with regular updates on the status of the monitoring of the AFA and on the activities of the ITAR Special Compliance Officer, appointed under the Consent Agreement with the US State Department. Airbus’ competition law practice was presented to the ECSC and discussed. Half of the ECSC work was dedicated to Sustainability topics. In particular, the ECSC discussed the Company’s scope 1 & 2 decarbonisation target acceleration (from a well below 2°C trajectory to a 1.5°C one by 2030). It also discussed the establishment of science-based target for the Company’s scope 3, and its consistency compared to the ATAG (an international sectoral body) and (later in 2022) ICAO’s long-term aspirational goal of the aviation sector achieving net-zero carbon emissions by 2050; it discussed the Company’s engagement with the SBTi for the assessment of these scope 1, 2 & 3 targets; and the Airbus’ human rights policy. The ECSC reviewed the sustainability roadmaps (including towards a sustainable supply chain), 2022 key priorities, dashboard and key performance indicators. In addition, the ECSC reviewed stakeholders’ expectations on sustainability issues including in relation to how environmental, social and governance matters affect defence. Pursuant to the Board rules, besides its role described in section 4.1.1 above, the RNGC consults with the Chairman and the CEO with respect to proposals for the appointment of the members of the Executive Committee, and makes recommendations to the Board of Directors regarding the appointment of the Secretary to the Board of Directors. The RNGC also makes recommendations to the Board of Directors regarding succession planning (at Board of Directors, Executive Committee and Senior Management levels), remuneration strategies and long-term remuneration plans. Furthermore, the RNGC oversees contractual matters in relation to the members of the Board and the Executive Committee, including the terms and conditions of the relevant contracts, and the preparation of the remuneration policy for approval by the Board. The rules and responsibilities of the RNGC have been set out in the Board rules. In addition, the RNGC reviews the Company’s top talent, discusses measures to improve engagement and to promote diversity, as well as reviewing the remuneration of the Executive Committee members, the Long-Term Incentive Plans (“ LTIP ”), and the variable pay for the previous year. Finally, the RNGC performs regular evaluations of the Company’s corporate governance and makes proposals for changes to the Board Rules or the Articles of Association. Unless otherwise decided, the Chairman of the Board of Directors and the CEO are invited to attend meetings of the RNGC. The Chief Human Resources Officer (“ CHRO ”) is requested to attend meetings to present management proposals and to answer c) The Remuneration, Nomination and Governance Committee

questions. The CEO leaves the meetings when the RNGC discusses his/her remuneration or personal situation. Pursuant to the Board Rules, the Chair of the RNGC automatically fulfils the function of “ Lead Independent Director ”. In this role, the Chair of the RNGC is responsible for (i) replacing the Chairman if unable to attend meetings of the Board of Directors, (ii) organising the annual appraisal of the Chairman’s performance by the Board of Directors and (iii) acting as an intermediary for, and between, the other Directors when necessary. The RNGC is required to meet at least four times a year. In 2022, it met five times with an attendance rate of 95%. It discussed all of the above-described items during the meetings and it fully performed all its duties. In particular, the RNGC worked on the Board of Directors’ succession plan, with a strong focus on diversity (including gender diversity and skills mix). The RNGC’s work notably led to the appointment of two new Board Members in 2022, including one female. The Company constituted an active pipeline of talent for future changes within the Board. The RNGC work also included reviewing the membership of the Board Committees. Changes to the composition of the ECSC and RNGC were implemented in 2022. Assisted by a specialised firm, the Committee carried out the search process for a successor for the position of Chief Financial Officer following the announcement of Dominik Asam’s decision to resign, evaluating both internal and external candidates. The RNGC also held regular discussions on the Executive Committee succession roadmap, on talent management (development, engagement and retention) and diversity at top management levels. In light of benchmarks performed by third-party experts, the RNGC further discussed the structure and level of the CEO remuneration in the context of his renewal in 2022, and reviewed the remuneration of the non-Executive Directors. The Executive Committee of Airbus (the “ Executive Committee ”) is chaired by the Chief Executive Officer and its members are appointed on the basis of their performance of their individual responsibilities as well as their respective contribution to the overall interest of Airbus. The CEO proposes all the members of the Executive Committee for approval by the Board of Directors, after consultation with (i) the Chairman of the RNGC and (ii) the Chairman of the Board of Directors, applying the following principles: – the preference for the best candidate for the position; –the maintenance, in respect of the number of Members of the Executive Committee, of the observed balance among the nationalities of the candidates in respect of the location of the main industrial centres of the Company (in particular among the nationals of France, Germany, Spain and the United Kingdom, where these main industrial centres are located); and – at least two-thirds of the members of the Executive Committee, including the CEO and the CFO, being EU nationals and residents. The Board of Directors determines, by simple majority vote, whether to approve all of the Members of the Executive Committee as proposed by the CEO. 4.1.1.3 The Executive Committee a) Nomination and Composition

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Airbus / Universal Registration Document 2022