Annual Activity Report 2025

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SUSTAINABILITY STATEMENT Social and societal information

Diversity results

RESULTS IN TERMS OF PERCENTAGE OF SENIOR MANAGEMENT WHO ARE WOMEN [S1-9]

Reference

Objective 2030

2025

Indicators (GRI 405-1)

ESRS

2024

2023

2019 Progress

Percentage of female management committee members (%) Number of women on management committees Percentage of men on management committees (%) Number of men on management committees

S1-9>66 a

32% 31% 31% 25%

35% women on executive committees / Board of directors (worldwide)

S1-9>66 a

137

113

n/a

n/a

S1-9>66 a

68% 69%

n/a

n/a

S1-9>66 a

287

251

n/a

n/a

n/a: not applicable. The indicators required by the CSRD Directive are published from the 2024 fi nancial year. Methodological clarification:

Orano has de fi ned senior management as members of the global management committees. A management committee corresponds to a steering and management body for a given organizational scope. The indicator concerns the management committees of the BUs, the management committees of the establishments and operational management in France, the management committees of the foreign subsidiaries (Mines BU and the Nuclear Packages and Services BU), and the management committees of the support functions. The HR managers in charge of the Department are included in the calculation. Depending on the year, this represents between 350 and 400 people. Unlike the “Rixain” law, it concerns all of the group’s management committees, regardless of the global workforce of the entities concerned. The McClean joint operation is fully consolidated. The Uzbek Nurlikum stream was excluded from the calculation.

BREAKDOWN OF WORKFORCE BY AGE GROUP [S1-9]

Reference 2019

2025

Indicators (GRI 102-8)

ESRS

Contribution

2024

2023

Less than 30 years old Between 30 and 50 years

S1-9>66 b S1-9>66 b S1-9>66 b

3,958

19%

3,609

3,270

2,599 9,680 6,341

10,722

51% 10,158

10,818

More than 50 years TOTAL EMPLOYEES

6,542

31%

6,542

6,228

S1-6>50 a, 50 b

21,222

100% 20,317

20,316

18,620

Less than 30 years old among permanent staff Between 30 and 50 years among permanent staff More than 50 years among permanent staff

S1-9>66 b

2,710

15%

2,433

n/a

n/a

S1-9>66 b S1-9>66 b S1-9>66 b

10,227

56% 29%

9,663 5,296

n/a n/a N/A

n/a n/a N/A

5,384

TOTAL PERMANENT EMPLOYEES

18,321

100% 17,392

Methodological clarification: This indicator is based on all registered own workers at December 31, 2025. The McClean joint operation is fully consolidated. The 2024 headcount has been recalculated to align with this rule. The workforce of the Uzbekistan Nurikum subsidiary, accounted for using the equity method at September 30, 2025, is excluded.

sensitivity to the subject. It also reflects an easier reporting of incidents and better knowledge by employees of the reporting channels. Orano was aware of two proven cases of severe human rights violations of group employees in 2025. On May 5, 2025, the Director of the Orano Mining facility in Niger was arbitrarily and extra-judicially arrested by Nigerien security forces. He was fi nally released only on November 6, 2025, after being illegally detained for six months (see in Section 2.1.2.1). The second case concerns serious acts of sexual harassment, which led to the dismissal of the employee in question.

Work-life balance results Orano is currently working to make the indicators relating to family leave worldwide more reliable, in accordance with the transitional provisions provided for by the standard (two years). Results in terms of complaints, discrimination and serious impacts on human rights The total number of ethics incidents reported through the various channels is slightly higher than in previous years. This is particularly due to the increase in the number of complaints related to discrimination and harassment, which reflects an increased

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Orano - Annual Activity Report 2025