Orano - Annual Activity Report 2025 207 SUSTAINABILITY STATEMENT 4 Social and societal information Adequate wage results According to the ESRS S1 criteria, Orano pays 100% of its employees above the reference adequate wage. ADEQUATE WAGE RESULTS [S1-10] Indicators ESRS 2025 2024 2023 Reference 2019 Percentage of employees paid below the applicable adequate wage benchmark (%) S1-10>70 0 0 n/a n/a n/a: not applicable. The indicator required by the CSRD Directive is published from the 2024 financial year. Methodological clarification: In accordance with the requirements of the standard, the calculation is made by comparing the basic salary and the legal minimum wage in the country. The calculation is based on 99.4% of own workers in 13 countries. Excluded from the scope of the indicator are the entities for which the salary review is not carried out in the group tool (four entities in three countries). Social protection results Orano is currently working on formalizing the indicators required by the standard, in accordance with the transitional provision provided (two years). The group voluntarily monitors an indicator related to its objective. At end-2025, 91% of our employees were covered by this base social protection, which includes: supra-legal measures in all countries, minimum maternity and paternity leave for the entire group and a minimum death benefit. SOCIAL PROTECTION RESULTS (ENTITY SPECIFIC) Objective 2030 Indicators ESRS 2025 2024 2023 Reference 2019 Progress 100% of employees covered by a common base in terms of social benefits Share of employees covered by a common base in terms of social benefits (%) Entity specific 91% n/a n/a n/a n/a: not applicable. The indicator is voluntary in nature. Methodological clarification: This indicator is determined via an assessment of health and personal protection coverage carried out in 2024 and confirmed in 2025 by our health and personal protection insurance broker (presence of minimum death benefits and extra-legal provisions). It is supplemented by a survey of maternity and paternity leave provisions in different countries. 4.3.1.4 A dynamic and shared social dialogue Dialogue policy with the Company’s workforce and their representatives Foundations of labor relations in France The group’s labor relations are founded on mutual respect and dialogue. They take into account the guiding principles of human rights and national regulations. They take into account the requirement for competitiveness, performance improvement, and the well-being of employees. Compliance with the principles of social dialogue is the responsibility of the Director of People & Communications (human resources and communication), member of the executive committee. In France, employee representatives and management have built up a rich social dialogue over many years, which, within the group, takes place at three levels: at group, legal company and entity.
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