Orano - Annual Activity Report 2025 117 SUSTAINABILITY STATEMENT 4 Societal and environmental challenges at the heart of the strategy CURRENT OR POTENTIAL IMPACTS RISKS – OPPORTUNITIES POLICIES AND MAIN ACTIONS OBJECTIVES AND RESULTS Working conditions and employee well-being [S1] Impact of working conditions on employees and their well-being Social policies and collective agreements ● Attract and retain skills and talents, recognize the annual performance of employees through a clear and fair salary policy ● Modernize work environments ● Promote quality of life at work schemes ● Strengthen prevention and social protection on a voluntary basis Objective: 100% of employees covered by a common base in terms of social benefits ● 91% of employees covered Investment in quality of life at work and social gains Social dialogue with trade unions [S1] Risk of strike in the event of nonconstructive social dialogue Social dialogue principles and collective agreements ● Facilitate a dialogue mechanism with employee representatives, including in mining countries that do not have an equivalent regulatory framework ● Develop group agreements on topics such as quality of life at work ● Have additional channels for employees to raise concerns ● Guarantee access to information between the Company, employees and their representatives Objective: Employee Engagement rate of 70% ● 67% Employee Engagement rate at end-2025 Skills and career development [S1] Risk related to the loss of competencies Social policies and collective agreements ● Manage key skills and development processes ● Recognize and promote expertise ● Develop a quality internal training offer ● Support the recruitment dynamic Objective: Keep an average of 35 hours of training per employee per year (worldwide) ● 35 hours of training per year per employee (worldwide) Employee training and development beyond regulatory requirements Diversity and equal opportunities [S1] Potential infringement of employee rights, diversity, and nondiscrimination Diversity and equal opportunity policy ● Guarantee a good level of diversity and gender equality ● Work towards more women in recruitment pools and support for female profiles ● Welcom diverse profiles in terms of social origin, but also unemployed people who are trained in the group’s professions ● Guarantee support and follow-up throughout their career, regardless of their age, sexual orientation, gender or origins Objective: 35% women on executive committees / Board of directors (worldwide) ● 32% women on the management committees (worldwide)
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