Orano - Annual Activity Report 2025 102 3 RISK CONTROL AND VIGILANCE PLAN Vigilance plan Prevention of the risk of discrimination Description of the risk In the course of their professional activities, employees may be exposed to discriminatory remarks, attitudes or behaviors from colleagues, supervisors or other members of the organization, based in particular on origin, age, disability, physical appearance, or other protected characteristics. Risk prevention As a socially responsible and committed company, Orano attaches particular importance on developing an inclusive policy that promotes gender diversity, cultural and professional diversity, and actively works to eliminate all forms of discrimination and harassment. The group also ensures that these values, which are integrated into its Code of Ethics, are upheld by all its suppliers and subcontractors. The prevention of any form of discrimination is based on a risk analysis drawn up by cross-referencing the 26 factors of discrimination identified by the Defender of Rights with the four main areas of human resources, namely recruitment and integration, career development, training and compensation, and the Company’s social climate. Diversity and equal opportunity policy Orano implements policies aimed at promoting diversity. Its strong commitments in this area, formalized in social agreements, were recognized by obtaining the Diversity Label, renewed in 2025 for four years. Convinced that professional gender equality is a major asset for the group and its development, in 2023 Orano renewed its commitment to professional gender equality through the unanimous approval by the labor unions and the Chief Executive Officer of a new agreement on gender equality for the 2023-2027 period. This agreement aims to strengthen gender equality and equal opportunity policies through concrete actions based on eight fundamentals, namely: ● achieving gender diversity balance in recruitment; ● achieving equal pay; ● securing access to leadership and expert roles; ● guaranteeing equal opportunities and neutralizing the effects of parenthood on careers; ● accelerating equal opportunities and reconciling personal and professional life; ● guaranteeing equal access to training; ● fighting against harassment and sexist behavior; and ● accelerating union diversity. This agreement is supported by action plans within the group’s entities, with annual monitoring both at the national level and within the group’s various entities. Regarding the Gender Equality Index, established by the French law of September 5, 2018, on the “freedom to choose one’s professional future,” each company within the group has achieved a score above 80/100 (for more information on the group’s diversity and equal opportunity policies, see Section 4.3.1.6). In September 2025, Katco launched a “Women’s Network” to promote gender equality and female leadership within the company. During the first meeting, several employees of the management committee shared their career paths and their vision of female leadership. The network offers training sessions and workshops, the creation of a pool of mentors, as well as the sharing of experiences and career paths. This community aims to become a platform for development and careers. Orano also promotes diversity by integrating persons with disabilities into its core activities. For over 17 years, six successive agreements in France have made it possible to structure a stable, solid and fair disability policy and to increase the overall employment rate of persons with disabilities. A new group agreement promoting the employment of people with disabilities for 2024-2027 was unanimously signed by the labor unions with the goal of achieving the legal employment threshold of 6% as soon as possible. At end-2024, the group’s consolidated employment rate in France was 5.95%, which represents nearly 900 employees with disabilities. In 2025, the group continued its efforts and initiatives in recruitment, support, and job retention. The employment rate in France for 2025 will be available in 2026. The group is implementing several initiatives aimed at strengthening its commitment to accessibility and promoting equal opportunities. Orano organized 11 “DuoDays” in 2025, enabling persons with disabilities to pair up with a volunteer employee of the group for a day of discovery of the professions, exchanges and sharing on the proposal of relatives of employees, France Travail, Cap Emploi and establishments and services for assistance through work (ESAT). The group also participates in the European Disability Employment Week (EDEW), an annual event aimed at raising awareness and mobilizing employees around issues related to the employment of persons with disabilities. Prevention of the risk of retaliation for trade union activities or interference with the exercise of the right to collective bargaining Description of the risk The group operates in certain countries where the legal, economic and cultural context could potentially expose employees to infringements of their social rights. Such infringements may take the form of: ● dismissals or retaliatory measures against employees involved in trade union activities; and ● the deprivation of employees’ right to collective bargaining, by preventing them from organizing or engaging in dialogue with their employer in order to defend their professional rights and interests.
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