Euronext - 2020 Universal Registration Document

Euronext, a Sustainable Exchange 3 ESG Dashboard 2020

In addition to this, Euronext has continually operated a Wellnext program to maintain and improve health and well-being of employees at work. Each location is monitoring absenteeism rates on a monthly basis with a view to providing the necessary supports

for those who need it. Euronext ensures the safety of its employees at work and in their working environment by ensuring regular review and updates of safety procedures developed in each location, and coupled with regular testing.

Each Euronext location coordinates adapted initiatives based on local needs. Below is a list of main local initiatives (some of which are on pause or offered in a digital alternative during Covid-19):

Belgium

France

Ireland

Netherlands

Norway

Portugal

UK

Free organic fruit; Flu vaccination; Chair massage; Employee assistance programme available on need; Eye tests; Ergonomic assessments;

Free organic fruit; Daily sport classes and fitness; Employee assistance programme available on need; Health and safety attributions within the newly elected “economic and social committee”; Training on safety at work for new joiners & also retraining course

Free fruit; Campaign of talks/ seminars on physical, mental and financial health;

Health Assessment check every three years; Dedicated days on health and wellness at work topics with conferences, Workshop;

Free fruit; Weekly inhouse Yoga classes; Fitness room;

Free fruit B2 Run (annual runner event); Gym agreements; Pharmacy agreements; Training on safety at work; Chair massage; Health work; Annual workplace check; Two days dedicated to health and wellness at work topics with conferences & workshops; Family day; Flu vaccination.

Free fruit; Discounted local gym membership; Sporting events as part of CSR initiatives.

Onsite naprapathy; Health service for employees; Psychological assistance; Flu Vaccination; Eye test and free data glasses.

Employee Assistance

Programme; Onsite Health Assessments; Onsite eye test; Ergonomic assessments; Training and retraining for 1 st aiders; Family event.

Chair massage; Inhouse Zumba classes; Training for

Training and retraining for 1 st aiders.

managers on how to manage stress signals in their teams; Regular workplace check; Fitness room; Gaming room; Football tournament; Annual running event.

every two years; Mandatory health assessment every five years at health services; Flu Vaccination.

3.6.3.2 Promoting diversity Diversity has been embraced in every area of Euronext’s people agenda. The federal governance model is central to its organisation and naturally creates an environment where people of diverse cultures and backgrounds collaborate and drive the organisation forward. It has been three years since Euronext has published its Diversity policy which was an opportunity for Euronext to set its position and reaffirm its commitment to ensuring an inclusive environment for all forms of diversity. Diversity at Euronext

includes gender, ethnicity, religion, sexual orientation, age, language, socioeconomic status, physical ability, experience and education. 2020 was another year to demonstrate across several dimensions where diversity has been promoted and embedded within our culture. The below table is an example of some key metrics we are tracking, including the KPI on the percentage of women in the SLT which increased from 32.8% to 36%:

Diversity monitoring

2020

2019

2018

2017

2016

Female/Male regular employees

32%/68%

32%/68%

33%/67%

32%/68%

Number of nationalities represented

47

29

22

20

20

% of females in Senior Leadership Team

36%

32.8%

26%

24%

25%

Average employee age – all employees

43

43

Average employee age Female/Male

43/43

44/43

Average tenure/years’ service – all employees

12

11

Average tenure – Female/Male

12/10

12/11

Euronext’s employee age is divided in the following age groups: This results in 14.3% of employees under 30 years of age; 26.2% between 30-40; 30% between 40-50; and 29.5% over 50 years of age. In 2020, circa 14% of the annual salary increase budget went to catching-up on gender equality salary situations.

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2020 UNIVERSAL REGISTRATION DOCUMENT