Euronext - 2020 Universal Registration Document

Euronext, a Sustainable Exchange

ESG Dashboard 2020

Through inspiring (virtual) conferences and workshops, all employees were offered contents to develop their technical and soft skills, to learn about capital markets trends and on new technologies. The “Learning Weeks” were facilitated by internal experts or external thought leaders. A dedicated budget is also set and spent for external providers training purposes across Euronext locations. Group Training and Development initiatives supporting the development of strategic skills especially includes: n leadership, coaching and mentoring programmes to empower the managers and leaders of the organisation in their professional development; n project management programmes to train the project management community according to the Euronext PM Policy;

n cross-cultural training workshops and conferences to develop a global understanding of the Euronext federal model cultural specificities and best practices for efficient collaboration; n client focus and Sales training workshops to develop in-depth knowledge of Euronext clients and enhance selling synergies; n market knowledge conferences and workshops to foster knowledge sharing on Euronext core businesses, market infrastructures and financial products. All the learning initiatives were adjusted into digital formats from March 2020 to ensure the continuity of the core skills development. Training sessions have been composed of diverse groups in each session across various locations, functions and a gender balanced representation.

3

Number of participants to Group training initiatives

2020

2019

2018

2017

Leadership

94

34

94

17

Project Management

136

43

82

151

Sales & Business Development

52

7

36

9

Working across Cultures

297

n/a

n/a

n/a

Market knowledge

269

n/a

n/a

n/a

Encourage Health and Safety at Work In 2020, Euronext and all other companies faced the extraordinary challenge of the Covid-19 pandemic. Euronext had in the past always demonstrated support to improve and maintain health and safety conditions for its employees. In 2020, on top of recurring activities, specific schemes were proposed to staff: n a company-wide partnership whereby the Business Continuity team worked closely with each local CEO and HR partner to document, track, provide solutions and report progress in our locations across n the following areas: n maximum office capacity,

Transition Programmes for integrated entities To support the organisational and culture change for the integration of Oslo Bors VPS entities and VP Securities as part of Euronext, specific change programmes have been designed. The programmes aim to establish a sustainable organisation to engage employees around the strategy and equip them with specific skills adjusted to the new business context. This comprised business knowledge training sessions, local strategy workshops, modular training plans and feedback monitoring. Career Framework The Career Framework is rolled-out across functions with the objective to offer employees a global view on the existing professional roles and to suggest potential career development paths within the Company. The Career Framework has been progressively deployed since 2018 to the whole organisation including integrated entities. It is continuously updated to represent the organisational changes, such as promotions and internal mobilities. Talent Reviews Talent reviews are held in a consultativemanner by Senior Managers within each department; this consultation focuses on mutual exchange of feedback on employee performance and potential. Talent Reviews also help identify employees’ development needs and potential successors in the organisation’s key roles and formalise a succession plan. They are held in each function, and output is discussed by the Managing Board.

n government advice on working from home, n face masks inventory and recommendations, n social distancing, n public transport options, n international travel considerations and restrictoins , n management of events and visitors to offices, n schools/Crèches opening status;

n reinforced psychological supports for staff to prevent from isolation that may be caused due to massive and mandatory work from home organisation; n other/remote medical offerings; n when offices were able to open according to local regulations and to public authorities decisions, specific protocols were put in place (such as the provision of masks to staff – and setting up the offices with appropriate social distance and sanity controls).

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2020 UNIVERSAL REGISTRATION DOCUMENT