EURONEXT_Registration_Document_2017

CORPORATE GOVERNANCE

Corporate Social Responsibility

As the operator of several regulated markets and MTFs spread over Europe, Euronext has offices in Belgium, France, Hong-Kong, Portugal, the Netherlands and the United Kingdom. It has also opened an office in New-York in 2017. Euronext’s employees represent 20 different nationalities, reflecting the diversity of its customer base. The composition of the Supervisory Board and Managing Board also represent the blend of Euronext’s cultures. At management level in particular, the Managing Board was, as per year-end 2017, composed of executives from five nationalities. Among the extended Managing Board there are nine males and one female executives representing six nationalities. Early 2018, Euronext group adopted a new Company policy formalizing its commitments towards Diversity and Non- Discrimination. For more information about Diversity see also section “Diversity” in the “Senior management” section (paragraph 2.2.5.). Social Dialogue Euronext is committed to social dialogue, supporting union representative rights and facilitating worker representative bodies. In accordance with national laws, local works councils are set in France, in the Netherlands and in Portugal (Porto). The works councils represent Euronext employees, are informed and/or consulted on economic, financial, social and organisation matters, and complement collective or national labour negotiations. Euronext has established a European Works Council (EWC) which is a body for information, consultation and discussion about economic, financial and social matters which, owing to their strategic significance, or to their cross-border European nature, are important for all establishments of Euronext or for at least two of the establishments of Euronext within the European Union. Two sessions were held in 2017. The Company maintains continuous and constructive dialogue with all its workers’ representative bodies. In Paris in 2017, Euronext entered into several collective agreements. COMMUNITY Euronext and its employees play important roles in their communities. Euronext takes into account its business impact on its local and global communities. Euronext contributes through volunteerism, philanthropy and thought leadership. Euronext works with its community of global business leaders to foster corporate responsibility more broadly. As a stock exchange, acting at the center of financial markets and communities, Euronext is committed to financial capability. Euronext strives to improve financial capability far beyond its own company— seeking to reach employees at its broad community of companies, as well as teachers, students, and people in its communities. Euronext believes it can have a broader role to play. Euronext takes the opportunity to partner with international organizations in the field, namely by celebrating Global Money Week, Global Entrepreneurship Week, Financial Literacy Week, with events and bell ceremonies across all its locations. 2.5.6

Specific training is also available for employee representatives based upon their needs. In 2017 Euronext teams finalised the design of a Career framework, in order to provide a clear map of the professional roles available within Euronext. The aim of the career framework is to provide a simple and efficient tool to support talent acquisition, performance management, talent development and mobility. The framework was designed to involve all Euronext countries and functions in collaboration. The deployment will start in 2018 with Information Technology and Market Operations role families. Human Resources Transformation During 2017, several projects were launched and/or pursued in order to reinforce Euronext’s Human Resources organisation, tools and processes. The Human Resources team is organised around countries, functions (Market & Global Sales, Listings, Information Technology, Operations, Central Functions) and specialist skills. The objective of this organisation is to continue to support the federal model of Euronext, whilst also reinforcing the implementation of the Euronext strategy. The Human Resources Transformation programme, initiated in 2016, was continued in 2017 in order to formalise Euronext’s main Human Resources principles and processes, and to improve managers’ and employees’ experiences. This improvement programme will continue in 2018. Diversity Euronext is a great supporter of professional and personal development, and strongly promotes diversity in the workplace and focuses attention on anti-discriminatory behaviours. The Company’s core values, for example “unity”, reflect the importance of working together with people of diverse background, culture, age, gender, race and religion. In 2017, Euronext continued to inspire employees and promote diversity. A set of examples relates to women leadership and gender balance: Euronext was once again involved in promoting and participating in “International Women’s Day”, including dedicated events for women in each country. Some women were offered to participate in a two day ‘Aspire’ seminar in London dedicated to developing women’s leadership. Leadership in this context relates to understanding personal leadership qualities and applies to all levels of the organisation and not just managerial roles. Although some of these initiatives were primarily aimed at female members of staff, all staff are always encouraged to attend, to further inspire diversity. A focus was also done on gender diversity in recruitment, talent reviews, performance and compensation processes, where permissible by local laws. As a result, in 2017 almost 20% of the annual salary increase budget went to catching-up on gender equality salary situations, and Euronext’s total number of joiners in 2017 was composed of 30% female’s joiners. Ten registered disabled employees were employed by Euronext in 2017. 4.

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2017 REGISTRATION DOCUMENT