Euronext // 2021 Universal Registration Document

Empower Sustainable Finance

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

How We Work As part of “Growth for Impact 2024” (for more details on the new strategy, see 1.2.1 - “ Growth for Impact 2024 ” Strategic Plan . Euronext continues to focus on empowering our people as a sub-set of the “Empower Sustainable Finance” pillar. This is summarised through Euronext’s “Reinforce One Euronext” action plan guided by four distinct areas: Engagement, Performance, Scalability & Development.

SCALABILITY

ENGAGEMENT

■ Collaborative approach ■ ESG and Diversity programme

■ Lean matrix organisation ■ Shared people

3

practices & tools

ACTION PLAN

PERFORMANCE

DEVELOPMENT

■ Professional communities ■ Talent development programme

■ Empowerment and recognition ■ Transparent

performance culture

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.

3.4.3.1 Develop skills and retain talents in an open culture of dialogue

Engagement Engagement remained a top priority for 2021 as Euronext continued to deal with the impact of Covid-19 and the changing landscape in how we work. There was a sustained effort to ensure that every single employee had the necessary equipment, tools and training to be able to work effectively from any location. From an overall Euronext perspective, there was a constant and appropriate flow of updates from the CEO and Managing Board to all staff with increased frequency of town halls (all staff meetings) and regular information sharing through various communications channels such as newsletters or designated Microsoft teams groups. These methods were replicated at a function and local level to really make sure employees could stay connected with the Company and each other. During the intermittent periods when it was safe to do so, teams and groups worked together on site for meetings and work that we considered much more effective face-to-face such as workshops or unique training initiatives. A bottom-up Build of our Culture & Strategy Two major engagement initiatives in 2021 included a company-wide cultural diagnostic survey and a strategy co-designing approach where every employee had an opportunity to contribute to the formation of Euronext’s “Growth for Impact 2024” strategy.

When starting the integration process with Borsa Italiana Group, 77% of all employees answered an “Organizational Health Index” survey in which they shared their views on the key components of the corporate culture. The survey highlighted the elements specific to each entity, but also the similarities, particularly in the current and future strategic priorities identified by employees. This work on corporate culture was reinforced by various workshops to improve the understanding of the different geographical cultures, with advice on how to work effectively in a multicultural team, and in particular a focus on Italian, Danish and Norwegian cultures. The finalised outputs of each respective country was put forward to the Managing Board and CEO with progress monitoring in place. A similar approach was taken with the construction of the new company strategy. All employees had the opportunity to give their views on what the new strategy should focus on through engagement surveys. The Group also went beyond the survey approach and hosted dedicated workshops across every team, function and country so employees could put forward an informed perspective. The results of this culminated in the foundations of the “Growth for Impact 2024” strategy. The new strategic plan is embedded in the roadmap of all employees as part of the Performance & Development process.

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2021 UNIVERSAL REGISTRATION DOCUMENT