EURONEXT_Registration_Document_2017

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CORPORATE GOVERNANCE

Corporate Social Responsibility

1. Engagement Euronext promotes an environment which encourages collaborative work and innovation, allowing each employee to shape his/her future and the future of the Company. The Company aims to develop employee engagement and client centricity mind-set. The Senior Leadership team, composed of 55 Senior managers, is responsible for implementing the Agility for Growth strategy and sharing progress, challenges and performance with other members of the teams. The Company has also continued in 2017 to encourage town halls (all staffmeetings) and teammeetings in each country and function, in order to foster a culture of transparency in communication. At the end of 2017, Euronext conducted its second client satisfaction survey, the results of which will be available in March 2018. Conducted in parallel, an employee survey allowed the Company to ascertain the evolving internal perception and understanding of client centricity at Euronext. The client centricity programme priorities and roadmap for 2018/19 will be developed based on the findings of both surveys. In 2017, Euronext deployed an innovation process for employees to express, share and develop new ideas, and for managers to tap into this collective intelligence to solve issues and accelerate the roll-out of our strategic plan, Agility for Growth. To meet this objective, the “Exchange Lab” platform was launched. Sponsored by Euronext’s Chief Innovation Officer, this project works to provide Euronext collaborators with a platform that enables them to create and develop an idea. It was used for 3 campaigns in 2017. Performance This aspect aims at strengthening Euronext’s performance culture by equipping Euronext’s managers with the tools to develop and motivate their teams, and to recognise the contributions of each employee within each team. In order to contribute to this objective, a new talent and performance management approach was launched in 2016 and continued to be developed in 2017. As a reminder, the objective of this new approach is to give more room for talent development, focusing the annual and mid-year discussions onto the future rather than the past. Continuous feedback is promoted throughout the year, rather than only at formalised appraisal points. In 2017, to go a step further in the continuous feedback approach, the mid-year review process was enhanced. The two goals of this reinforced mid-year review process, were to give another opportunity for employees and managers to adapt their objectives where needed, and to exchange key performance feedback. The annual review process was deployed between December 2017 and January 2018 with an annual review meeting and new objectives set for 2018, in line with Agility for Growth priorities. Euronext also aims to ensure competitive and fair compensation, fostering new initiatives, growth and sustainable performance. The Company provides a competitive base salary in line with market standards and short-term incentives to reward performance. 2.

The Company also uses a long-term incentive (LTI) plan, in the form of performance shares reward. The LTI plan for 2017 is a discretionary performance share plan which 150 employees benefited from in 2017. The plan helps to align the interests of Euronext executives and other eligible employees, with those of the Company and long term (or prospective) shareholders. It also provides an incentive for longer term commitment and retention of key employees. LTI vesting is 3. Talent The goal of this facet is to develop the right skills for the future of the Company, whilst offering all employees development opportunities during their career at Euronext. It runs from talent acquisition through to talent development, including learning and development actions. In continuity with 2016, the talent review was executed in 2017 in order to identify employees who show potential as future leaders of the Company, thus ensuring the sustainability of Euronext’s organisational structure. Talent reviews are held in a consultative manner by senior managers within one department; this consultation focuses on mutual exchange of feedback on employee performance and potential. Talent Reviews also help identify employees’ development needs. Talent reviews are held in each function, and output is discussed by the Managing Board. They are also used to identify potential successors in the organisation’s key roles, and formalise a succession plan. Euronext also strives to hire the best talent for the right role, at the right place and in the right moment, in order to achieve its ambitions. Euronext’s Talent Acquisition strategy encourages managers to promote diversity when recruiting external talent, and KPIs were implemented in 2017 in order to track progress, in particular in the recruitment of female employees: 101 new permanent employees were hired, split across all our historical geographies, but also adding new locations such as Frankfurt, Munich, Zurich, Milan, Madrid, and New York. Euronext runs internal educational and information programmes including frequent “lunch & learn” sessions, in order to develop expertise in each of the key functions, in line with the Agility for Growth strategy. 39 Lunch & Learn sessions were held in the Group in 2017, to which all employees were invited. A dedicated budget is also set and spent for external vendor training purposes across Euronext locations. 57% of Euronext employees benefited from external training and development in 2017. Employee training was focused on the following key areas: specific industry skills, communication, personal and professional development including management skills, languages, security and information technology. Three training programmes were implemented at the Group level in 2017 focussing on three main areas: project management (which involved 151 participants from all Euronext countries, across 10 sessions in 2017), leadership (17 participants, 47% of whomwere female, involving all Euronext countries) and pitching for business (9 participants from the Market and Global Sales team). conditional to presence and performance conditions. Remuneration policy also includes local benefits plans.

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www.euronext.com

2017 REGISTRATION DOCUMENT