Aéroport de Paris - 2018 Registration document

SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY INFORMATION

RESEARCH AND DEVELOPMENT, TRADEMARKS PATENTS AND LICENCES

INFORMATION CONCERNING TRENDS

PROFIT FORECASTS

ADMINISTRATION AND EXECUTIVE MANAGEMENT BODIES

COMPENSATION AND BENEFITS OF CORPORATE OFFICERS

FUNCTIONING OF THE BOARD OF DIRECTORS AND MANAGEMENT BODIES

MAIN SHAREHOLDERS

OPERATIONS WITH RELATED PARTIES

FINANCIAL INFORMATION ON THE ASSETS, FINANCIAL POSITION AND CONSOLIDATED FINANCIAL STATEMENTS AT 31 DECEMBER 2018

Aéroports de Paris has chosen to implement the new bodies through collective negotiations, in order to best adapt their structure and role to the Company’s specificities. An agreement on the method to coordinate and pace the negotiations was signed on 31 July 2018 by the UNSA- SAPAP CGT and CFE-CGC unions (which together represent 88.05% of the votes expressed in favour of the representative organisations during the first round of the last elections for the Works Council). Negotiations are on-going with the trade unions on the implementation of the Economic and Social Committee, the resources to be allocated to it and the implementation of regular monitoring of the career and training of employee representatives. The agreements concluded will be made known to all employees, using several tools such as the intranet, internal newsletters, or “Infodif” (multicast).

Two agreements were also signed on 10 January 2017 in application of the “Rebsamen” law of 17 August 2015 organising the way in which the bodies operate. The first, on the conditions for holding mandatory negotiations, defines four negotiating blocks, three of which are held once every three years: compensation and distribution of added value (annual), working time and quality of working life, diversity, jobs and career management; the second sets out the conditions for informing and consulting the Works Committee. These provisions will apply until 1 January 2020, when the Company must comply with the new provisions stipulated in Order no. 2017-1386 of 22 September 2017, on the new organisation for social and economic dialogue within the Company and favouring the exercise and promotion of trade union responsibilities. The different existing bodies must then merge into the Economic and Social Committee, a single new employee representation body.

2018

Collective agreements signed by theme – Aéroports de Paris

2017

2016

Compensation (employee agreements, incentives, profit sharing, medical expenses)

1

1

1 1 1 1

Employee representation

2

3 3 4

Diversity

- - -

Professional elections

GPEC, training, generation contract

- -

2 4

Working time

3

Workplace health and risk prevention

- -

4 2

- - -

Organisations

17

Savings plan (Company and Group)

2 8

-

TOTAL

17

9

Agreements were also signed in 2018 in the other Group companies benefiting from staff representation: ◆ ADP International (profit-sharing); ◆ ADP Ingénierie (NAO Mandatory Annual Negotiations, incentives, PEG and PERCO); ◆ Hub One (Mobility: quality of working life and prevention of psychosocial risks). 5 Occupational health and safety, quality of working life Prevention of occupational risks In 2017, the number of workplace accidents with lost time had recorded a significant drop (-19% compared to 2016) along with the frequency rate and severity rate. This number increased during the last quarter of 2018, which made the total increased for the full year rose by +5.3%. This level remains lower than the 2016 one. The majority of accident occurred within the place of work. However, an improvement was recorded for the accidents regarding travels from home to the work place. The type and causes of workplace accidents are subject to regular updates in the Executive Committee. The directions in the mobilization plan were reaffirmed: act to: ◆ prevent accidents on foot or in vehicles (work and journey); ◆ prevent aggressions and uncivil behaviour; this is a particular problem for all companies operating on airport platforms; ◆ promote well-being at work and fight against psychosocial risks.

Along with a 4 th focus in 2018: ◆ prevent risks to subcontractors, by granting more weight to health and safety criteria in awarding contracts and by monitoring their accidents and preventive actions. A new strategy was defined in 2017, in order to move from the idea of workplace safety to a prevention culture shared at all levels of the Company. Numerous actions were implemented to reinforce prevention management: monitoring of the action plan to reduce travel risks, a guideline for managerial practices in terms of occupational health and safety; a training module and guide dedicated to managers on how to take human factors into account in transformation projects. A communication campaign to inform, raise awareness and lay the foundations for this comprehensive culture, shared within the Group, will take place in February 2019. Since 2017, a security action plan has been implemented on work projects. It includes initiatives coming from the culture: reception of visitors, displays, awareness raising, feedback as well as actions such as including security information in calls for candidates, security clauses in tender offers, introduction of penalties in the event of workplace accidents. Monitoring actions were developed in the form of meetings, “15 minutes security”, thematic audits, surprise visits, monthly publication of statistics, etc. Shared initiatives are regularly carried out with the subsidiaries: awareness- raising forum on road risks, experience sharing on preventing psychosocial risks. The Security and Risk Management Division also supervises the protection system for the Group’s expatriates on long- and short-term assignment. It is supported by training on safety awareness abroad.

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AÉROPORTS DE PARIS ® REGISTRATION DOCUMENT 2018