Euronext - 2020 Universal Registration Document

Euronext, a Sustainable Exchange 3 ESG Dashboard 2020

Talent Development The Company also implemented Talent Development initiatives to promote internal career mobilities, training and assessment of skills and performance. Education An ambitious Learning and Development roadmap based on the strategic pillars priorities is rolled out to favour access to training on the core strategic skills to all employees through dedicated training programmes, Learning Weeks events and global sharing sessions opened to all staff.

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 form of performance shares reward. The LTI plan is a discretionary performance share plan in which 17.9% of all employees benefited from in 2020. 15.3% of females in the Company participated in LTIP and 19.2% 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. In an effort to associate all of the Group’s employees in the potential results of the Let’s Grow Together 2022 strategic plan and recognise their ongoing efforts, 10 performance shares were granted to all employees in May 2020 through the first all employee performance share plan. The Remuneration policy also includes local benefits plans. For specific information on Managing Board and Supervisory Board remuneration please refer to section 4.4 – Remuneration Report. Talent Euronext has developed its Talent Acquisition and Talent Development roadmap in accordance with the “Let’s Grow Together 2022” strategic plan priorities. Euronext maintained high-recruitment activity in 2020 while closely following Government guidance in all locations to ensure health and security instructions were met. Digital recruitment methodologies were developed such as digital interviews, a digital signature tool for employment contracts, and virtual job fairs. The onboarding experience was adjusted to ensure a global understanding of the Company strategy, businesses and functioning to all new joiners through online onboarding meetings and renewed booklets. Euronext is committed to be an equal opportunity employer. Practices, processes and tools (ATS) are shared across locations and functions for candidates to experience a positive recruitment and onboarding which value their diverse backgrounds. To reinforce its positioning as an attractive employer for young talent, Euronext strengthened its “Early Career” programme to recruit and train students as well as recent graduates on the latest technologies and critical skills. The programme includes online partnerships with engineering and IT universities in France and Portugal to codevelop technical projects and the participation to academical conferences.

2020 2019 2018 2017 2016

% of employees trained (reported training or development activity)

70% 60% 70% 57% 51%

In 2020, 795 employees (out of 1,139 included in the training reporting process) got trained at least once. It represents 6,919 hours of training reported with an estimated average of 8.7 hours per employee trained, with 7.7 hours in average per female employee. These figures do not include all the Learning Weeks and Lunch and Learn sessions, within which a majority of Euronext employees attended training sessions. Euronext strengthened the digitalization of its Learning offerings in 2020 with the launch of a central learning management system (LMS) entitled “Euronext Academy” which aims to: n empower every employee to drive their development plan and provide a platform for our experts to share their knowledge; n support the growth of Euronext’s federal model by bringing greater scalability and efficiency to the way Euronext deliver trainings; n deliver the objectives of strategic plan by sharing common knowledge and practices on strategic mindset dimensions with cross-location training programmes. 550 employees were proactively onboarded on the learning platform in 2020 with access to more than 50 internal training courses. The “Euronext Academy” access will be extended in 2021 to all Euronext employees with additional training programme available. The “Lunch & Learn” series are open learning sessions which aims to develop a global expertise in each of the key functions, in line with the Company strategy and to share a common Company mindset and learning culture. From March 2020, sessions were digitalized and opened to all staff which resulted in fewer sessions compared to the previous years while the number of attendees remains stable.

2020 2019 2018 2017 2016

Number of Lunch & Learn sessions

23

68

43

39

34

The “Learning Weeks” launched in 2018 were continued in 2020 across locations to promote learning and development to all its employees and managers.

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2020 UNIVERSAL REGISTRATION DOCUMENT