Aéroport de Paris - 2018 Registration document

SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY INFORMATION 17 SOCIAL INFORMATION

The recruitment of permanent staff from work/study programmes was 6.5% in 2018 (6.3% in 2017, 11% in 2016, with a target of 15% over the period of the agreement). The rate of employment of interns is 3.1% of the workforce (target: 3%).

in 2017, 45.9% in 2016). On-boarding programmes and tutors have been put in place, with a particular focus on their training. The company also reaffirmed its desire to expand the use of work/study programmes as a preferred means of bringing young people on permanent contracts into the company, in line with the needs identified.

Aéroports de Paris SA workforce breakdown

2018

2017

Under 25 years old 25 to 49 years old

1%

1%

53% 43%

55% 40%

From 50 to 60 years old

Over 60 years old

3%

4%

of €0.8 million each year, with a total of €2.517 million over three years). The services are very diverse in nature (cleaning of vehicles, collection of light waste, care of green spaces, small building maintenance projects, plan updates, post management, administrative work, catering and food trays, etc.) and 89% are covered by multi-year contracts. The work of the Mission Handicap and the Purchasing Department, with the involvement of advisory bodies, has made it possible to maintain the momentum of recent years in terms of the work being done to develop and perpetuate purchases with the sheltered and protected employment sector. These results also come from the partnership with the GESAT 1 a major organisation in the sector, facilitating the relationship between Aéroports de Paris, its counterparts from ordering parties and the service providers. 4 Labour-management dialogue and labour-management relations climate Aéroports de Paris places particular importance on the quality of labour management discussions. The development of modes of consultation and communication help to improve the quality of the corporate climate and encourage the individual and collective efficiency that contributes to the growth of the company. In accordance with the laws of 4 August 1982 and 3 August 1986 relating to employees rights of expression (protocol signed on 23 December 1987) and the law of 14 June 2013 on job security, Aéroports de Paris agrees to ensure quality labour management discussions while respecting the principles of the International Labour Organisation (ILO): the group develops this dialogue through the recognition of trade unions, the right of employees to join a trade union, the right to union training and its willingness to communicate through trade union bodies and meetings with staff representatives. Dialogue is structured around a Group Works Council for Groupe ADP committee, and, for Aéroports de Paris SA, a Works Council, a central body with over 50 employee delegates. The resources allocated to the representative unions for the exercise of their different mandates are formalised in an agreement on trade union rights and social dialogue signed on 21 July 2015 by the CGT, CFE/CGC and UNSA SAPAP unions. The health and safety policy was reviewed and three agreements were concluded on 9 January 2017 relating to the scope of the CHSCTs (Health and safety committee) (seven committees), the creation of a CHSCT coordination body and resources allocated to the CHSCTs. The inter- company committee installed by corporate agreement will handle the Company’s prevention policy and completes the prevention system. To further improve the way in which the bodies operate, an amendment to the agreement on the scope of the CHSCT (health and safety committee) and inter-company CHSCT was signed on 14 June 2018.

In the 2019-2021 GPEC agreement, Groupe ADP strengthened its commitment to the recruitment of young people by increasing the young people recruitment rate target to 40%. The Company is also renewing its commitment to the recruitment rate of work/study trainees. Employment and integration of disabled people The current three-year agreement, signed on 25 January 2016 and which covers the period 2016-2018, includes recruitment targets: 15 permanent (one recruit in 2018 and a total of 11 over the term of the agreement) six work/study training contracts (one completed, making two in total), 15 assisted or fixed-term contracts (no contracts in 2018, four over the period), six internships (two completed, 12 in total). The increasing difficulty in finding the qualified people needed for post to be filled explains why these challenging targets have not been completely achieved. In order to change this situation, Aéroports de Paris will introduce a support mechanism for less qualified individuals in order to improve their employability. The Company will also conduct a survey on the quality of working life for disabled persons. The target for service purchases is €0.8 million per annum: €0.747 million achieved in 2018, €2.517 million over the period, i.e. an average of €0.839 million. It also allows for better support of the integration of disabled workers, through a commitment to adapt their working environment according to their needs and to promote the actions of the employees who support them. As part of its policy to foster relationships with schools and welcome students with disabilities, Aéroports de Paris has been a partner of the Institut National des Jeunes Sourds since July 2013. The level of employment achieved in 2018 was 7.53% (7.52% in 2017, 7.24% in 2016 and 2016% in 2016). Disabled persons accounted for 0.65% of external hires in 2018 (2.8% in 2017). Diversity in the subsidiaries Collective “generation contract” agreements were signed for Hub One (2015) and ADP Ingénierie (2017). There is an agreement on gender equality for Hub One (2014); for 2018, the NAO (Mandatory Annual Negotiations) agreement for ADP Ingénierie includes a specific provision on equal pay. In addition, each subsidiary of Aéroports de Paris signed the Diversity Charter on 17 April 2014. Sheltered and protected employment sector In 2017, Groupe ADP ordered services worth €747,000 from 16 suppliers in the sheltered and protected sector, in line with the annual target set out in the agreement on the employment of disabled persons (an average

1 Association, company network in the sheltered and protected employment sector (establishments and services promoting assistance through work and sheltered companies).

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AÉROPORTS DE PARIS ® REGISTRATION DOCUMENT 2018