Euronext - 2020 Universal Registration Document

Euronext, a Sustainable Exchange

ESG Dashboard 2020

that could keep them connected to the organisation, supporting managers on how to keep teammotivation under difficult conditions and stay connected, and maintain a regular flow of updates from the CEO and Managing Board to all staff. The Company also increased the frequency of its town halls (all staff meetings) in 2020 and encouraged regular team meetings and emails/newsletters in each country and function, to continue to foster a culture of transparency and communication during a year with little face-to-face interaction possible. In spite of the challenging context, in 2020, Euronext continued to reinforce opportunities for employees to express their experience and share ideas on how to improve their work environment. A company-wide survey was conducted to gauge staff needs, feedback on the actions put into place following the generalization of government-imposed work fromhome, and ways to facilitate their efforts to advance towards their professional objectives. Three of the six dimensions of the new mindset defined as part of the new strategic plan were selected as the focus of a dedicated campaign each trimester of 2020: Execute with Excellence, timed with the launch of a Project Management community day; Collaborate, Challenge & Care, during the mid-year appraisals which were particularly concerned this year with employees’ well-being under confinement; Focus on Clients, aligned with the launch of the Company’s fifth client satisfaction survey. Each focus included opportunities for learning & development such as training workshops and Virtual Collaboration in Global Teams, Giving Constructive Feedback, and Virtual Sales. The Senior Leadership team is responsible for implementing the Company strategy and sharing progress, challenges and performance with other members of the teams. 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, is deployed each year, starting in November with the self-appraisal period, followed between December 2019 and January 2020 with an annual review meeting and new objectives set for 2020, in line with Euronext’s new “Let’s Grow Together 2022” strategy.

The 2020-2022 strategy, builds on the success of the 2016-2019 Agility for Growth strategy, and the “Empower our People to Grow, Perform and Innovate” pillar contains further initiatives under the areas of Engagement, Performance, Talent and HR Transformation. Actions are formulated at group and local level, ensuring cross fertilisation of best initiatives. The Managing Board, local management teams and Human Resources teams monitor progress on a monthly basis. Human Resources Transformation In 2020, the Human Resources team continued to launch projects to reinforce Euronext’s Human Resources organisation, tools and processes. The Human Resources team continues to be organised around countries and functions/business lines: Primary Markets and Corporate Services, Cash Equity and Derivatives Markets, FICC Markets, Post-Trade, Advanced Data Services, Global Sales, Information Technology, Operations, Central Functions. The objective of this organisation is to continue to support the federal model of Euronext, whilst reinforcing the implementation of the Euronext strategy. 2020 saw the completion of the integration of Oslo Børs – VPS entities into the Euronext Group, fully aligned in all relevant group systems, policies and processes; and also the alignment of HR systems & practices for InsiderLog, iBabs and Company Webcast entities – part of Euronext Corporate Services. Additionally, the integration of VP Securities has started in 2020 and will continue into 2021 and 2022. The Euronext of CSDs initiative has been implemented since September 2020 with the ambition to transform three independent, local CSDs into a competitive network. It entails a change and communication stream which aims to develop a positive work environment for the CSDs employees to effectively work together. Euronext promotes an environment that encourages collaborative work, learning and innovation allowing each employee to shape their future and the future of the Company. Engagement Engagement was a major focus of 2020 as the Covid-19 pandemic suddenly required many staff members to start working from home for the first time with no time for preparation. Efforts focused on ensuring teams had the necessary equipment and training on tools 3.6.3.1 Develop skills and retain talents in an open culture of dialogue

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

2020

2019

2018

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

98%

95%

98%

Number of employees with objectives forms completed

95%

96.4%

95%

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

98%/98% 94%/96%

95

2020 UNIVERSAL REGISTRATION DOCUMENT