Euronext - 2019 Universal Registration Document

Euronext, a sustainable exchange 3

Euronext’s Five ESG Impact Areas and the Sustainable Development Goals

Performance This aspect aims at strengthening Euronext’s performance culture by equipping Euronext’s managers with the tools to develop and motivate their teams, and to recognise the contributions of each employee within each team. Since 2016, Euronext has worked to promote the culture of continuous feedback, encouraging managers and employees to discuss on a regular basis.

The annual review process, which brings key formalized steps to this ongoing feedback culture, was deployed starting in November with the self-appraisal period, followed between December 2019 and January 2020 with an annual reviewmeeting and new objectives set for 2020, in line with Euronext’s new “Let’s Grow Together 2022” strategy. Dedicated sessions on continuous feedback were rolled-out in all locations giving employees and managers the opportunity to experiment concrete feedback techniques. It is facilitated by professional external coaches.

The Human Resources team is monitoring indicators to ensure a written track record of key performance discussions are entered in the HR system:

2019

2018

Number of employees with an annual performance and career development discussion/form completed

95%

98%

Number of employees with objectives forms completed

96,4%

95%

Number of female/male with annual performance and career development discussion/review completed

94%/96%

students as well as recent graduates on the latest technologies and critical skills. The program includes partnerships with engineering and IT universities in France and Portugal to co-develop technical projects and the participation to academical conferences and job fairs events. Euronext received the 2019 V.I.E Strategy Awards from Business France, which increased its visibility as an international employer. The Company also implemented tools to promote career mobilities, training and assessment of skills and performance. The Career Framework, which is progressively rolled-out and updated across functions, offers a global view on existing roles and suggests possible career paths within the Company. Euronext designed leadership programs for the development of the managers and leaders of the organization. A Group training plan is rolled out to favor access to training on the core strategic skills to all employees through monthly sharing sessions and Learning Weeks opened to all staff. Talent reviews are held in a consultativemanner by Senior Managers within one department; this consultation focuses onmutual exchange of feedback on employee performance and potential. Talent Reviews also help identify employees’ development needs. Talent reviews are held in each function, and output is discussed by the Managing Board. They are also used to identify potential successors in the organisation’s key roles, and formalise a succession plan. In addition, Euronext carries out initiatives to favor the quality of life at work through its Wellnext program with actions related to sport, nutrition and work-life balance and reinforces its ESG commitment internally and externally.

Euronext also aims to ensure competitive and fair compensation, fostering new initiatives, growth and sustainable performance. The Company provides a competitive base salary in line with market standards and short-term incentives to reward performance. The Company also uses a long-term incentive (LTI) plan, in the formof performance shares reward. The LTI plan for 2019 is a discretionary performance share plan in which 23.7% of all employees benefited from in 2019. 22.4% of females in the Company participated in LTIP and 24.2% of males participated in LTIP. The plan helps to align the interests of Euronext executives and other eligible employees, with those of the Company and long term (or prospective) shareholders. It also provides an incentive for longer term commitment and retention of key employees. LTI vesting is conditional to presence and performance conditions. The Remuneration policy also includes local benefits plans. For specific information on Managing Board and Supervisory Board remuneration please refer to sections 4.2.2 and 4.2.3 of this document. Talent Euronext has established an ambitious Talent Acquisition and Talent Development policy in accordance with the strategic plan priorities. Shared processes and tools have been deployed across locations to consolidate a common framework on Talent Acquisition with the launch of a new career website, the implementation of an Applicant Tracking System and the development of a Referral Program. To reinforce its positioning as an attractive employer, Euronext strengthened its commitment to be an equal opportunity employer. Euronext developed its “Early Career” program to recruit and train

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2019 UNIVERSAL REGISTRATION DOCUMENT