Aéroport de Paris - 2018 Registration document

SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY INFORMATION 17 SOCIAL INFORMATION

Aéroports de Paris and its wholly-owned subsidiaries have implemented a profit-sharing mechanism for their employees. €28 million was paid out in profit sharing for the entire Group in 2018, compared with €22 million in 2017. Group employee savings scheme and employee share ownership policy Employees of Aéroports de Paris and its subsidiaries have access to a Group Plan d’Épargne [Group Savings Scheme] (PEG) and a Group Plan d’Épargne pour la retraite [Group Retirement Savings Scheme] (PERCOG). These two salary saving schemes give employees the opportunity to put together a portfolio of securities that may be contributed to by the Company. For Aéroports de Paris SA, company allowances are reserved exclusively to payments made to the Fonds Commun de Placement d’Entreprise [Investment Fund] (FCPE) of the “ADP Actionnariat Salarié” employee shareholdings, within the framework of the PEG and payments made to the PERCOG. In 2018, the allowance made by the Company was €9 million (the same allowance as 2017). Hub One and ADP Ingénierie also have agreements that provide for the payment of allowances. To support the saving scheme dynamism, the creation of the FCPE with ADP bonds, mainly invested in unlisted bonds released by Aéroports de Paris, was created in 2017 implemented in 2018, within the framework of the profit sharing payment for the 2017 results. WORKING TIME The teleworking agreement signed in 2016 for a period of two years and renewable for one year has been extended for a third year. If necessary, this year will be used to improve the scheme on the basis of feedback provided. At 31 December 2018, two years after the launch of the scheme, a total of 2,357 applications had been registered from 4,225 eligible employees (executives and ETAM (employees, technicians, supervisors)), of which 1,943 were approved for a period of one year. In December 2018, 845 employees worked from home at least one day in the month. Hub One has a teleworking agreement (2017). In accordance with the legal rules governing working time, the number of working hours at Aéroports de Paris is a result of the agreement on the organisation and reduction of working hours signed on 31 January 2000 (and its rider signed on 7 October 2007) and supplemented by the Solidarity Day Agreement of 29 March 2005 and its rider signed on 6 November 2008. It allows 1,569 hours annually for non-management and non-executive employees on administrative, workshop and rolling work schedules, 1,501 hours annually for non-management and non-executive employees on uninterrupted work schedules and 204 days annually for managers and executives. A second amendment to the agreement on the organisation and reduction of working hours was signed on 7 December 2018 in the context of organisational changes at the airports. It introduces uninterrupted or rolling work schedules for operating executives managing teams in the Airport Operations Centre (APOC). These individuals will enjoy the same rest entitlements as the ETAM employees that they supervise. Riders governing situations unique to certain employees, including rescue and fire-fighting services (SSLIA, or Service de Sauvetage et de Lutte contre l’Incendie des Aéronefs, agreement of 6 April 2001 as amended by the agreement of 28 December 2006), emergency medical services (SMU, or Services Médicaux d’Urgence, agreement of 30 January 2002 and rider of 22 December 2008) and telephone switchboards (agreement of 24 July 2001). An agreement dated 3 January 2018 allows the duration of the working day to be increased for certain employees affected by winter seasonal working arrangements or the International Paris Air Show. Each subsidiary is responsible for organising its own working time.

ESSEC, ESTP, ENAC, etc.), forums, introductions to airport occupations, and reinforcing its presence on communication channels, particularly social networks. In order to facilitate certain external recruitments, Groupe ADP is trialling a recommendation system in partnership with KEYCOOPT, which specialises in recommending candidates through the Internet. Selection will be carried out in accordance with the Company’s recruitment rules and commitments, particularly regarding diversity and equal opportunities and in accordance with non-discrimination principles. The Company partners with RUE (Rencontres Université Entreprise) and AJU (Atout Jeunes et Universités) and took part in 20 attendance-based and virtual forums in 2018. In 2017, the brandwas conveyed using a new image, starring ten employees, representing the diversity of jobs in an international environment. In 2018, 14 web videos were broadcast to provide information about types of work and job offers with a campaign on the networks and on the HR web pages. Our presence on social networks grew again with an increase of over 60% in LinkedIn subscribers over the year (up by 30% in 2017). Aéroports de Paris is also present on Jobteaser, which combines information on companies with offers for students and young graduates. The Company is also committed to diversity through numerous initiatives, including involvement in “Elles bougent”, a network for women promoting technical occupations in secondary schools, and “Mission Handicap”, which facilitates the employment of disabled people. In 2018, it took part in Handi-Forum. In 2018, Groupe ADP continued to be present in the different rankings for the most attractive companies: for example, Happy trainees (from 13t h place in 2017 to 5 th place in 2018) and Randstad (26/250, 31/250 in 2017). In 2018, for Aéroports de Paris SA, the variable portion of executive compensation was adjusted according to the type of function and role in order to ensure fairer recognition of contributions to performance, to improve competitiveness and to align the Company’s practices with those of the market. For 2017, the salary agreement of 16 January 2017 included a general increase of 0.5% on 1 July 2017. The Mandatory Annual Negotiations (NAO) on pay did not lead to the conclusion of a new agreement for 2018. However, unilateral salary measures were agreed upon: a general 0.3% increase on 1 July 2018, fully offsetting the effect of the increase in the CSG social security contribution, and an increase in the target amounts for the variable compensation of executives at the lower end of the pay scale. Each subsidiary has its own compensation system. Employees benefit from a complementary health insurance and pensions contract. From 2018, the same level of services is offered with the same insurer across all French subsidiaries. Incentives and profit sharing A new incentive agreement for Aéroports de Paris SA was signed on 29 June 2018 for the years 2018 to 2020. It provides for the payment of a profit-sharing bonus if two major criteria are achieved: economic performance and customer satisfaction. A bonus may be paid, depending on the number of objectives achieved each year from the following three: frequency rate of workplace accidents with lost time, revenue per departure passenger in reserved zone, control over operating costs per passenger. ADP Ingénierie and Hub One also have incentive agreements. In 2018, the incentives recorded for all Groupe ADP companies totalled €14 million compared with €13 million in 2017. COMPENSATION Wages and salaries

150

AÉROPORTS DE PARIS ® REGISTRATION DOCUMENT 2018