Euronext - 2019 Universal Registration Document

Euronext, a sustainable exchange

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

Diversity monitoring

2019

2018

2017

2016

Female/Male regular employees

32%/68%

33%/67%

32%/68%

Number of nationalities represented

29

22

20

20

% of females in Senior Leadership Team

32.8%

26%

24%

25%

Average employee age – all employees

43

Average employee age Female/Male

44/43

Average tenure/years’ service – all employees

11

Average tenure – Female/Male

12/11

In 2019, Euronext continued to deliver several initiatives around Diversity promotion: n Euronext Leadership trainings have been composed of diverse group, representing in each session various locations, functions and a balanced representation of male/female; n Euronext Diversity Day run across all locations in May 2019, which included a focused session on unconscious bias; n Euronext participated in several seminars in London, Brussels and Dublin dedicated to women’s development; n a focus was done on gender diversity in recruitment, talent reviews, performance and compensation processes, in line with, and in addition to, local laws. In 2019, circa 16% of the annual salary increase budget went to catching-up on gender equality salary situations.

Euronext’s employee age is divided in the following age groups:

3

183 / 110

Above 50

258 / 88

Between 40 - 50

Between 30 - 40

181 / 89

121 / 56

Under 30

Female

Male

This results in 16.3% of employees under 30 years of age; 24.9% between 30–40; 31.9% between 40–50; and 27% over 50 years of age.

Following an ExchangeLab campaign that allowed all staff to suggest ideas, the below action plan has been designed for the coming years:

WHAT EURONEXT IS COMMITTED TO DO

Salary discrepancy check with market benchmark. Promotion of talented women to exposed projects. Continue with performance reviews, talent reviews and succession plans including diversity KPIs. Participation to external women leadership training. Educate managers to favour diversified pool of talents. Extend the mentorship program and include an inclusion component.

Be recognised as an equal opportunity employer. Improve female hiring in IT and Senior Management positions. Continue to ensure diverse representation in short-list of recruitment, in respect of local regulations. Create an annual Diversity Day – common to all Euronext countries to promote diversity and inclusion. Create a Diversity Champion Network to ensure every actions are monitored inside teams. Monitor our diversity actions through a new engagement survey.

ATTRACT DEVELOP RETAIN

ENGAGEMENT & SENSITISATION

87

2019 UNIVERSAL REGISTRATION DOCUMENT