Orano - Annual Activity Report 2025 101 RISK CONTROL AND VIGILANCE PLAN 3 Vigilance plan implemented to ensure traceability of hours worked and appropriate compensation for overtime. The different work organizations that exist within the group in France all lead to an average annual working week of 35 hours or less, depending on the organization. In Kazakhstan and Canada, corporate office activities follow a 40-hour, 5-day workweek. At the mining sites, all employees work in shifts of two weeks of full-time work of 11 hours per day, followed by two weeks of rest. Additionally, in Canada, senior executives benefit from a “Flex” rotation system over seven days (four days on-site and three days at home), offering flexibility in workdays based on operational priorities. Prevention of risks related to on-site accommodation conditions Description of the risk In the course of their professional activities, certain employees and subcontractors may be accommodated on site in conditions which, in the absence of appropriate oversight, could prove to be inadequate. Risk prevention Orano ensures that all its employees and subcontractors are housed in decent conditions on its mining sites. In this regard, Orano Mining has established a standard applicable to all living quarters on its mining sites for employees and subcontractors to guarantee a minimum level of acceptable living conditions. The objective is for each installation to meet this minimum standard if it has not yet been achieved. Inspections of living quarters were carried out in 2025, resulting in compliance measures, and will continue in 2026. New projects also take into account the living quarters standard. Prevention of the risk of harassment (moral and sexual) and sexist behavior Description of the risk In the course of their professional activities, employees may be exposed to repeated or inappropriate remarks, gestures or behaviors (such as unjustified criticism, humiliation, isolation, sexist comments or inappropriate physical contact) that may constitute moral or sexual harassment. Risk prevention Orano strives to promote a respectful work environment, free from all forms of harassment and sexist behavior. Actions against harassment and sexist behavior On January 25, 2022, the group signed up to the “Stop sexism in the workplace” Charter. Initiatives in this area have also been taken at Business Unit level. For example, in 2025, Orano Mining provided mandatory training on sexism and sexist behavior to its employees in France and abroad. In Canada, an awareness-raising campaign was rolled out at the McClean Lake and Saskatoon sites. In Mongolia, training sessions were also organized for employees on site and at the head office. In Kazakhstan, local managers were trained in 2025. In Namibia, four sexism training sessions were held and raised awareness among all employees. This initiative is a continuation of the RESPECT@Orano internal study, carried out in 2023. The study assessed issues related to respect in the workplace and highlighted challenges such as bullying, sexual harassment, racism and other forms of discrimination. It also proposed concrete ways to improve the professional environment. In 2025, Orano DS rolled out a poster campaign to raise awareness of “harassment, sexist acts, and inappropriate behavior”. Prevention and management system for harassment situations In addition to the Orano whistleblowing system, which enables group employees and those of its business partners to report any sexist behavior or discriminatory incident in complete confidentiality, the group has set up a prevention and management system for handling moral and sexual harassment situations. This system is based on the implementation of mediations aimed at restoring relationships when they are degraded, and on surveys to objectify the reported facts. Investigations are carried out by resources specializing in moral harassment and by employer contacts as soon as sexist acts, violence or sexual harassment are brought to their attention. Employees who believe they are victim of harassment, regardless of the type (moral, sexual or discriminatory), can reach out to their usual contacts (manager, Human Resources Department, occupational health professionals, employee representatives). Alternatively, they may use the whistleblowing system, either by identifying themselves or anonymously (OranoEthic.signalement. net). Presumed victims must benefit from precautionary measures, at their request, during the investigation, as well as the support of a listening and support system. The diagnosis of a case of moral or sexual harassment, or sexist or discriminatory behavior, is established based on objective elements, taking into account the legal definition, regardless of any external action that may be initiated outside the Company. Alleged cases of harassment, as well as sexist or discriminatory behavior, must be examined in accordance with the following principles: ● have detailed and substantiated information; ● initiating an investigation as soon as possible following a complaint or alert, ensuring impartial listening and fair treatment of the various parties involved; ● not organize a confrontation between the victim and the alleged perpetrator; ● guarantee discretion in managing the situation; and ● respect the anonymity of information disclosed to third parties. Following the investigation, Management reserves the right to initiate any disciplinary action.
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