Orano - Annual Activity Report 2025 214 4 SUSTAINABILITY STATEMENT Social and societal information 30% 23% 20% 15% 5% 2% 5% Source: Orano Operations, Facility Maintenance Security, Health, Radiation Protection Science-Studies Nuclear Safety, Environment, Industrial risks Cleaning, Dismantling, Materials and Waste Management IT Tools, Digital culture Other (including Management) Investment in training continues to support new hires in their induction or people working within the group’s organizations. In addition, Orano is working to develop new training courses, ideally those leading to certification. In 2025, the Management School also rolled out the group’s new leadership model and strengthened training in artificial intelligence (AI). It has also developed a new managerial training program, which has already supported 180 managers. Orano is also involved in training projects in the industry, such as the HEFAÏS welding school and the GIFEN projects. This is a key pillar of the group’s regional roots. 2025 IN ACTION Orano Supports the Georges Besse Foundation Each year, the Georges Besse Foundation – financially supported by the Orano group – distinguishes deserving young scientific students facing significant difficulties. In 2025, 24 new laureates received scholarships awarded by the Georges Besse Foundation. This support will enable them to continue their academic and/or professional career in the best conditions. Strong recruitment momentum in a very demanding context In the nuclear industry, which currently represents 220,000 jobs in France, 100,000 new hires are planned over the next 10 years due to new projects and workforce renewal. For Orano, nearly 15,000 employees are to be recruited over the next 10 years, an average of 1,500 per year to fuel the group’s growth and replace departures. In this context, Orano has chosen to organize recruitment in shared service centers located in the heart of the group’s employment areas and close to its industrial and service operations. Today, there are three “appeal and recruitment” divisions that implement common recruitment tools and methods for the development of activities in France. Internationally, recruitment is managed by local human resources teams. In addition, Orano’s recruitment priorities focus on several strategic areas: ● proximity to the world of education: Orano invests in partnerships with the education sector to attract young talent to the nuclear industry. In addition, each year the group participates in nearly 300 recruitment events (forums, workshops, job dating), which strengthens its reputation among young people; ● internships and work-study programs as pre-recruitment: Orano welcomes more than 1,000 interns and work-study students per year and aims to hire more than 30% of them on permanent contracts at the end of their training. This prerecruitment policy is recognized by the HappyIndex®Trainees and HappyIndex®Trainees Alternance 2025 labels, where Orano is among the best companies for welcoming and training young people; ● professional retraining: to meet skills needs, Orano promotes retraining in key technical nuclear professions, such as radiation protection and the operation of industrial equipment. More than 100 retraining programs are carried out each year via professionalization contracts, enabling recruits to obtain specific certifications; ● innovation and digital tools: to diversify its recruitment channels, Orano has set up an accelerated career development program for young high-potential engineers, as well as digital tools such as Seiza for recruitment on social networks. This strategy has doubled the number of applications since 2021; and ● diversity and equal opportunity: the diversity of talents being a performance factor, Orano has an ambitious recruitment policy in terms of equal opportunity and inclusion. Orano is also a member of the French Nuclear Industry Group (GIFEN), working with other players to meet the recruitment needs of the French nuclear industry and strengthen the appeal of this industry. Training and skills development targets To meet this recruitment challenge, Orano plans to welcome into its teams and train around 1,000 interns and work-study students every year, mainly in France. Internships and work-study programs are a key driver of the recruitment policy in a context of growth in our activities. Orano also aims to achieve an average of 35 hours of training per employee per year, worldwide. This target aims to strengthen the skills development of employees and support their professional development in a constantly changing environment. These targets were shared with employee representatives in the dedicated bodies. The results are also communicated. These objectives are voluntary in nature.
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