Orano - Annual Activity Report 2025 209 SUSTAINABILITY STATEMENT 4 Social and societal information Organization and role of labor unions at Orano Beyond the interactions described above, the exercise of labor union rights within the Company is organized around a central body: the union Section, and a circle of players such as the sector union representative (RSS) and the union delegate (délégué syndical). In compliance with the law, the labor union Section represents the material and moral interests of its members. The primary mission of the RSS is to lead and support the labor union Section. The main mission of the union representative is twofold. On the one hand, it represents employee demands to the employer. On the other hand, and this is what distinguishes it from the representative of the labor union Section (RSS), it acts as the employer’s contact for collective bargaining, thus representing employees in this specific context. With a view to improving social dialogue within Orano, the position of union coordinator was created by the October 10, 2022, agreement on the creation of an Orano group union coordinator. Each of the four representative labor unions at group level may be represented by an Orano group labor union coordinator. In order to strengthen social dialogue and interaction with employees of the Orano group, some group companies have chosen to appoint local representatives through the SEC. Agreements in force Currently, 19 collective agreements govern labor relations within the group (excluding the CAFC agreement), addressing various themes such as inclusion, diversity, quality of life at work, and teleworking. Most of these group agreements are implemented in companies and entities through action plans, allowing specific implementation and monitoring by local committees. Since 2018, Orano and the labor unions representing the group have implemented a proactive social policy promoting equal opportunity, diversity, gender equality, and the professional development of each employee. This concerns the employment of persons with disabilities, gender equality, quality of life at work and teleworking. Through the agreement on gender equality, the group is committed to reaching more than 35% of female hires on permanent contracts in France and 40% on work-study contracts, with the objective of increasing the number of women in technical professions. It also aims to support parenthood and equal pay between women and men, by maintaining bonuses in the event of a change of position during maternity leave, and by guaranteeing salary growth in the year of return from maternity leave. The agreement also provides for an annual equal pay budget over the four years of the agreement, to compensate for any unjustified pay gaps between women and men at equivalent level of responsibility. Lastly, it promotes work-life balance by increasing the use of remote working during maternity, and by extending paternity leave by four days (from 25 to 29 days). The agreement on the development of quality of life and working conditions signed in October 2025 reflects the collective desire to facilitate work-life balance, support employees and caregivers in the face of illness, strengthen the quality of relationships and team building, encouraging civic engagement and solidarity. These three agreements – employment of persons with disabilities, gender equality, and quality of life at work – were signed unanimously by the labor unions representing the Orano group. Lastly, teleworking introduced in 2012 is now the subject of a specific agreement signed at group level with the labor unions at the end of 2020, supplemented by 13 local agreements to adapt the provisions to the characteristics of the various activities. These agreements provide for up to 90 days of teleworking per year, with a minimum weekly presence of two or three days at the workplace, depending on operational constraints. This allowance is increased for employees working from home for medical reasons, for persons with disabilities or for employees recognized as caregivers. Surveys and measures to measure the effectiveness of the dialogue To support these foundations of Orano’s social policy, management has set up a number of surveys and measurement systems designed to update and continuously improve the support system: ● every year on March 1, a Gender Equality Index is published for companies in France with at least 50 employees. Most of the companies in the Orano group have an index of 87/100 or higher, except for two entities which have a result of 84/100 and for which an action plan is in place; ● every two years, a diagnostic is carried out on the gaps between women and men in Orano; this assessment is carried out throughout the group in France by an external joint body (APEC). These results are shared with the group’s management and labor unions; and ● every four years, a 50-question questionnaire is sent out to all employees with disabilities in the Orano group, to analyze the level of support and attention these employees receive from their manager or management, the relevance of the measures implemented by Orano and formalized in the collective agreement on disability, and the areas for improvement suggested by employees with a view to updating the agreement every four years. These surveys and questionnaires are in addition to the traditional field information reporting channels (managerial channel, attention and support by the human resources manager in charge of his/ her scope). The performance indicators in terms of social dialogue monitored by the group are: the number of collective agreements signed, the rate of participation in negotiation meetings, the number of strike notices and the content of union communications.
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