EURONEXT_Registration_Document_2017

CORPORATE GOVERNANCE

Corporate Social Responsibility

ONE EUROPEAN TEAM» TRANSFORMATION PROGRAM (ENGAGEMENT, PERFORMANCE, TALENT, HUMAN RESSOURCES TRANSFORMATION)

Selected Cleantech SMEs’ funding deals for 2017 include:  Avantium IPO: the leading chemical technology company and forerunner in renewable chemistry raised €103 million in March 2017, to accelerate the development of efficient processes and sustainable products made from bio-based materials;  Fermentalg private placement: the French leader in microalgae for nutrition and health raised €12.6 million in October 2017 to accelerate its development, notably through expansion in Japan further to a partnership signed with DIC Corporation;  Global bioenergies private placement: innovating in the biological production of hydrocarbons from renewable resources, the Cleantech SME raised €10.2 million in June 2017 to complete the development and the industrialisation of the Isobutene process, finance the detailed engineering studies of the IBN-One plant, launch the commercial roll-out and further diversify the raw materials available to the process. Supporting the needs of the industry by creating specific commodity contracts Euronext is pursuing the expansion of its commodity derivatives strategy by becoming the European specialist content provider of reference on agricultural products and markets. Euronext will provide economic analysis, training and establish price reporting services for European agricultural markets. Rapeseed and Corn contracts Long time developed in close cooperation with the agricultural industry for hedging purposes, Rapeseed products(oilseeds and meal) and Corn contract are said to be non-GMO or conventional products. The underlying is said to be conventional, which is defined as a product containing no genetically modified organisms, or containing genetically modified organisms whose presence is adventitious or technically unavoidable, in accordance with requirements in force under EU Regulation. It refers and complies with EC Regulation n° 1829/2003 of the European Parliament and the Council of the 22 September 2003 on genetically modified food and feed (OJEU 18-10-2003). Wood Pellets Future Developed in close cooperation with the biomass Committees, the new futures contract (“Residential Wood Pellets Contract”) launched in November 2015 has been designed to meet the needs of market professionals looking for portfolio diversification and price-hedging tools against fluctuations in the prices of pellets or closely-related products. EMPLOYEES At Euronext, corporate responsibility is part of our identity. Euronext conducts its business ethically and integrates consideration of the impact of its actions on its employees. Euronext promotes an environment that encourages collaborative work and innovation allowing each employee to shape his/her future and the future of the Company. 2.5.5

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As part of the Agility for Growth strategic plan released in May 2016, client centricity, entrepreneurship, innovation, talent development and the open federal model of the Company were identified as key drivers for the Euronext teams to deliver this plan. Euronext’s Human Resources policy is continuing to evolve, in accordance with the Agility for Growth strategic plan, while at the same time recognising that candidates and employees expectations are changing and responding to this. This evolution is supported by the Euronext values of integrity, accountability, agility, energy and unity. These values guide the actions, style and expertise of all Euronext’s activities and are shared and celebrated with employees, customers and partners to ensure success. In this context the Company launched a transformation programme called “One European Team” in order to improve the Euronext Human Resources practices, processes and tools over a period of three years. 2017 is the second year in this plan. The People roadmap is composed of four main pillars: i) Engagement, ii) Performance, iii) Talent and iv) Human Resources transformation. 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. This transformation program aims at motivate and stimulate current employees and attract new motivated ones. However, the Company’s success will depend in part upon its ability to continue to attract, develop, and retain key staff members in a number of fields. A loss of, or an inability to attract senior management or other key staff could have an effect on the business, results of operations, financial condition and cash flows. Actions to mitigate this are detailed below.

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2017 REGISTRATION DOCUMENT