Annual Activity Report 2025

SUSTAINABILITY STATEMENT

Societal and environmental challenges at the heart of the strategy

CURRENT OR POTENTIAL IMPACTS

RISKS – OPPORTUNITIES

POLICIES AND MAIN ACTIONS

OBJECTIVES AND RESULTS

Social policies and collective agreements

Impact of working conditions on employees and their well-being

● Attract and retain skills and talents, recognize the annual performance of employees through a clear and fair salary policy ● Modernize work environments ● Promote quality of life at work schemes ● Strengthen prevention and social protection on a voluntary basis Social dialogue principles and collective agreements ● Facilitate a dialogue mechanism with employee representatives, including in mining countries that do not have an equivalent regulatory framework ● Develop group agreements on topics such as quality of life at work ● Have additional channels for employees to raise concerns ● Guarantee access to information between the Company, employees and their representatives Social policies and collective agreements ● Manage key skills and development processes ● Recognize and promote expertise ● Develop a quality internal training offer ● Support the recruitment dynamic Diversity and equal opportunity policy ● Guarantee a good level of diversity and gender equality ● Work towards more women in recruitment pools and support for female pro fi les ● Welcom diverse pro fi les in terms of social origin, but also unemployed people who are trained in the group’s professions ● Guarantee support and follow-up throughout their career, regardless of their age, sexual orientation, gender or origins

Objective: 100% of employees covered by a common base in terms of social bene fi ts ● 91% of employees covered

Working conditions and employee well-being [S1]

Investment in quality of life at work and social gains

Risk of strike in the event of non constructive social dialogue

Objective: Employee Engagement rate of 70% ● 67% Employee Engagement rate at end-2025

Social dialogue with trade unions [S1]

4

Risk related to the loss of competencies

Objective: Keep an average of 35 hours of training per employee per year (worldwide) ● 35 hours of training per year per employee (worldwide)

Skills and career development [S1]

Employee training and development beyond regulatory requirements Potential infringement of employee rights, diversity, and non discrimination

Objective: 35% women on executive committees / Board of directors (worldwide) ● 32% women on the management

Diversity and equal opportunities [S1]

committees (worldwide)

117

Orano - Annual Activity Report 2025