Orano - Annual Activity Report 2025 204 4 SUSTAINABILITY STATEMENT Social and societal information For each of these projects, Orano employees are directly involved and consulted to participate in the definition of the new workspaces, dynamic and collaborative facilities, integrating the implementation of new services and the modernization of digital and IT tools. After a first building in 2019 to house employees at the group’s head office in Châtillon (France), development projects continued with premises in Saskatoon (Canada), Saint-Quentin-en-Yvelines (France), Massy (France), Valognes (France), and the la Hague site (France) with the Atlas building, certified HQE (high environmental quality), as well as offices in Beijing (China) and Dijon (France). In 2025, activities continued with the Fourches projects in Cherbourgen-Cotentin (France), which will accommodate 560 engineering employees, a new site in Bordeaux (France) in the Euratlantique district, which will also be used for engineering activities and will eventually accommodate 200 employees, and the project for a new site in Malakoff (France) to accommodate around 300 employees from several support functions. The Orano Mining team applies eco-design principles to the design of the future remote site of its mining site in Mongolia. These new environments include the group’s ambitions in terms of eco-mobility, i.e. reducing the carbon footprint of home-work journeys. Orano is working on the deployment of electric charging stations at its sites to support the electrification of the group’s resources and those of its employees (see Section 4.2.1.4). Multiple arrangements to improve the quality of life at work Orano attaches particular importance to the work-life balance of employees and complies with legal provisions on working time at its various locations around the world. In France, we note in particular: ● the existence, for more than 10 years, of support systems to take into account parenthood in companies. In this respect, for example, Orano has made specific provisions to facilitate the taking of parental leave and the exercise of part-time work. Since 2019, all group employees in France have benefited from extended paternity leave compared to legal provisions. Thus, four additional days reinforce paternity leave. The new agreement to accelerate professional gender equality within the Orano group, signed in 2023, strengthens the existing systems by supporting parents using a medically assisted procreation system; ● generalized teleworking across the entire group, including the industrial sites, through the conclusion of a group agreement in 2020, followed by more than ten agreements still in force signed within companies and facilities in 2021 and 2022; ● the implementation of personalized support measures for employees moving geographically. These measures take into account the diversity of employees’ needs, which depend on personal factors such as age, family situation or housing constraints. This system, introduced by the agreement of January 23, 2023 on the development of professional mobility, offers each employee of the group an “à la carte” support, enabling him or her to choose, from a catalog of proposed measures, those that better meet their specific needs; ● the new impetus given to the theme of quality of life at work through the implementation of measures set out in the group agreement on improving quality of life at work and addressing psychosocial risks, which was unanimously approved by the labor unions on March 31, 2021. This has notably resulted in: ● the continuation of webinars available to all group employees dedicated to a better understanding of the status of caregiver recognized within Orano and the actions implemented within the group to support caregiver employees (increased teleworking, donation of days of leave, possibility of leave of absence, for example), ● the launch of 100%-digitized campaigns to donate days of leave between colleagues. This allows employees who wish to donate some of their leave to Orano colleagues who are caregivers, parents of seriously ill children under the age of 20 or parents of a child under 25 who has died. Of each donation made in this way, 20% is matched by Orano, up to a limit of three days per year per employee benefi ciary. At the beginning of 2025, 93 days had been collected from employees. 2025 IN ACTION A unanimously approved group agreement on Quality of Life and Working Conditions Management and representative labor unions unanimously reached a new joint agreement on improving the quality of life at work. This agreement, applicable for four years from November 1, 2025, reflects the collective desire to: ● facilitate work-life balance; ● support employees faced with illness and caregivers; ● strengthen the quality of relationships and team building; and ● encourage civic engagement and solidarity. Target in terms of working conditions, compensation and quality of life at work As part of the deployment of the group’s compensation and benefits policies, Orano is committing to structural actions over a 3 to 5-year period to: ● strengthen prevention and social protection on a voluntary basis: the aim is to identify, by 2030, measures constituting a minimum common base in terms of prevention and social protection, applicable to all group employees, wherever they are based. The group’s ambition in its Engagement roadmap for 2030 is to provide 100% of employees with a common social protection framework by 2030;
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