Airbus // Universal Registration Document 2021

1. Information on the Company’s Activities /

1.2 Non-Financial Information

1

V. Outlook In 2021, the Company maintained the accident frequency rate as one of the KPIs integrated in its executive and employee success sharing scheme. It is the Company’s intention to continue in this direction; notably it has already engaged further in discussing with social partners about the possible inclusion of another sustainability criteria (CO 2 ) in the remuneration of senior managers from the year 2022. The Company will continue its dialogue with social partners, sharing its strategy and organisational changes and preparing for our evolving ways of working, as it was done in 2021. The RSC project will continue to be a key area to ensure the successful creation of an aerostructures company in Germany. Other key areas will be the ramp-up of our activities in 2022 and the transformation projects which will be essential to Airbus’ future successes. The Company’s people draw on each other’s expertise and experience and puts all our passion and determination to pioneering sustainable aerospace. Human Resources (HR) is at the heart of the Company. The current priorities of the Company’s HR function 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 2021, the Company’s workforce amounted to 126,495 employees (compared to 131,349 employees in 2020), 95.7% of which consisted of full-time employees. These statistics take into account consolidation effects and perimeter changes d. People I. Introduction

throughout 2021. Depending on country and hierarchy level, the average contractual working time is between 35 and 40 hours per week. The decrease in total headcount was the result of the COVID-19 adaptation plan in the Company’s commercial aircraft business and the already planned restructuring of the Company’s Defence and Space Division. Consequently, the number of newcomers had significantly decreased. The decision to restrict new hires in all businesses impacted by the crisis had been taken and the number of leavers had significantly increased as a result of the voluntary departures in the framework of the adaptation plans. Despite the crisis, the Company fulfilled commitments towards candidates already selected prior to the crisis and welcomed 5,655 newcomers. Voluntary departures have triggered an increase in the Company’s attrition rate, which in 2021, is 7.4% overall (including subsidiaries) and 12.2% in subsidiaries only. Reflecting the fact that the Company is an international company, 35.4% of its employees are from France, 31.5% from Germany, 7.7% from the UK and 10.3% from Spain. The remaining 15.1% are employees coming from a total of 134 other countries. In total, 89.1% of the Company’s active workforce is located in Europe on more than 100 sites. Furthermore, the Company expects its workforce to evolve naturally to support the business. Workforce by business segment, geographic area The breakdown of the Company’s employees by business segment and geographic area, including the percentage of part-time employees, is available in “– 1.2.8 ESG Data Board”. The workforce of the Company’s Helicopters Division remained stable in line with its business resilience during COVID-19 crisis, while the adaptation plans in the Company’s commercial aircraft business and the Company’s Defence and Space Division has started to materialise with a significant decrease.

People

GRI

SASB

SDGs

Others

401 Employment 404 Training and Education

4, 5, 8, 12

Highest governance body(ies) involved

Executive Committee

Related Corporate Policies

Human Resources Airbus Company Policy

Key metrics (More in the ESG Data Board)

2021

2020

Total number of employees (1)

131,349

126,495

78,443

78,984

Number of Classroom Training (2)

Breakdowns are available in the ESG Data Board

752,702

967,495

Number of Digital Training (2)

1mn

1.2mn

Total training hours (2)

Average training hours per employee (2)

10.6

10.8

(1) The Company’s headcount reporting includes all consolidated companies worldwide. Figures are based on the active workforce, i.e. the number of permanent and short- term employees, irrespective of their individual working times, and having worked in the last 30 days. The headcount is calculated according to the consolidation quota of the respective companies. The scope for HR structure reporting covers 100% of the Company’s total active workforce from consolidated companies. (2) Reporting period: from 1 Oct. to 30 Sep.

Code of Conduct , Airbus Global Workforce Forecast Book , Working at Airbus Airbus International Framework Agreement , European Commission – Pact for Skills Employer awards 2021: Universum , Glassdoor , Fortune , Top Employer Institute , Forbes

Additional resources

89

Airbus / Registration Document 2021