ORANO // Annual Activity Report 2024

4

SUSTAINABILITY STATEMENT Social and societal information

Investigations are carried out by resources specializing in moral harassment and by employer contacts as soon as sexist acts, violence or sexual harassment are brought to their attention. The group endeavors to respect the con fi dentiality of information, in accordance with the Code of ethics and business conduct. Alleged situations of harassment, as well as sexist or discriminatory acts, must be examined in accordance with the following principles: ● have detailed and substantiated information; ● initiate an investigation as soon as possible following a complaint or alert, ensuring impartial listening and fair treatment of the various parties involved; ● not organize a confrontation between the victim and the alleged perpetrator; ● guarantee discretion in managing the situation; and ● respect the anonymity of information disclosed to third parties. Following the investigation, Management reserves the right to initiate any disciplinary action. Each case is the subject of an action plan managed by the human resources teams and shared with the employee representative bodies if necessary.

Orano Vox, a regular employee survey In 2017, Orano set up an annual employee engagement barometer called Orano Vox. The purpose of this approach is to assess employees’ engagement and their state of mind, to measure their understanding of the group’s issues and the corporate project and to report on strengths and concerns. The 2024 edition posted record participation of 76%. It con fi rmed the strengths: ● a safety and security culture anchored within the group; ● a plethora of actions in terms of skills management: compensation, training policy, development opportunities, etc. ; and ● a better understanding of the group’s strategy and a valuation of the contribution of the group’s activities to the climate, health and the preservation of resources. However, areas for improvement remain and will be part of the group’s priorities in 2025: expectations in terms of the working environment (spaces, access conditions, IT tools, etc. ), in terms of recruitment management in a growth phase and in terms of organization between the group’s entities. The group monitors, among other things, the commitment rate, which corresponds to the proportion of employees who responded to the survey who would recommend Orano as an employer to their family or friends. The commitment rate (corresponding to the Net Promoter Score) was 62% for the 2024 campaign, up compared to the 58% in 2022.

Reference 2019

Objective 2025 Achieve a 75% employee engagement rate

2024

Indicators

ESRS

2021

2022

2023

Progress

Employee Net promoter score

Entity speci fi c

No campaign

No campaign

52%

58%

62%

Methodological precision: The engagement rate is measured during the employee survey campaign called “OranoVox”, via four questions around pride and recommendation. The 2019 values have been recalculated to be pro forma to the 2022 value, following a change in method. The participation rate for the 2024 campaign was 76% of employees

Collective bargaining and social dialogue results [S1-8]

Reference 2019

2024

Indicators (GRI 102-41)

ESRS

2022

2023

Percentage of employees covered by a collective agreement in signi fi cant countries of the EEA France Number of agreements signed during the year (France) Percentage of employees represented by employee representatives France

S1-8>60 b

100% 100% 100% 100%

49

95

58

62

S1-8>63 a

n/a

n/a

n/a

100%

Methodological precision: In accordance with the phase-in provisions provided for by the standard, Orano is limited to the publication of information relating to France, the only member country of the European Economic Area (EEA) where the Company has a signi fi cant number of employees.

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Orano - Annual Activity Report 2024