Orano - Annual Activity Report 2025 215 SUSTAINABILITY STATEMENT 4 Social and societal information Training and skills development results The results in terms of training show an access rate of 96% and an average of 35 hours per year per employee, a slight improvement over 2024. TRAINING RESULTS [S1-13] Objective 2030 Indicators (GRI 404-2) ESRS 2025 2024 2023 Reference 2019 Progress Maintain an average of 35 hours of training per employee per year (worldwide) Average number of hours of training per employee (worldwide) S1-13>83 b 35 33 n/a n/a Average hours of training (women) S1-13>83 b 30 28 n/a n/a Average hours of training (men) S1-13>83 b 37 35 n/a n/a Rate of access to training (%) Entity specific 96% 96% n/a n/a n/a: not applicable. The indicators required by the CSRD Directive are published from the 2024 financial year. Methodological clarification: The calculation is based on FTEs. This change, which took effect in 2025, was applied retroactively to the 2024 results, which have been recalculated in relation to the 2024 publication. Assumptions have been made on the distribution of training hours between men and women in the United States. Training hours for the month of December have also been estimated on the basis of forecasts and average absenteeism. The group is currently working to make indicators relating to the coverage rate of employees in terms of performance assessment and development worldwide, in accordance with the transitional provisions provided for by the standard (two years). 4.3.1.6 Together for diversity, equal opportunities, and the fight against discrimination Diversity, equal opportunities, and anti-discrimination policy and actions In all countries where Orano operates, it deploys concrete measures to ensure that these are carried out in compliance with internationally recognized human rights, as defined by the Universal Declaration of Human Rights adopted by the United Nations in 1948, the principles of the United Nations Global Compact, the fundamental conventions of the International Labour Organization (ILO) and the guiding principles of the Organization for Economic Cooperation and Development (OECD) for multinational companies. The application of these reference texts by Orano testifies to its commitment to respect for human rights, in particular to the prohibition of all forms of forced or compulsory labor, child labor, as well as to respect for the freedom of association, privacy, and the right to collective bargaining. This commitment is formalized in its Code of ethics and business conduct (hereinafter the “Code of Ethics”), applicable to all group employees. Compliance is required of all its suppliers, subcontractors and business partners. In particular, the group ensures that the following 26 discrimination criteria are integrated into its policy: physical appearance, age, state of health, membership or non-membership of a so-called race, membership or non-membership of a nation, sex, gender identity, sexual orientation, pregnancy, disability, origin, religion, bank address, political opinions, philosophical opinions, family status, genetic characteristics, morals, family name, labor union activities, place of residence, ethnicity, loss of autonomy, ability to speak a foreign language and economic vulnerability. Together for diversity and equal opportunities Diversity within the group means equal opportunities for everyone to progress within Orano, with skills as the only discriminating criterion. Orano’s diversity policy is based on key principles aimed at attracting, integrating, retaining and developing talent while promoting inclusion and diversity. Considering diversity to be an asset and a performance lever, the group embeds this approach in its fundamental values: respect, cooperation, benevolence and transparency. This policy is approved annually by the Board of directors, who drives this topic. Orano’s equality and diversity policy is based on four main areas of action: ● gender diversity structured on the basis of ambitious principles and objectives to guarantee a good level of gender diversity and equal opportunity between men and women; ● a diversity policy that welcomes diverse profiles in terms of social origin, but also unemployed people who are trained in the group’s professions; ● the integration and retention in employment of persons with disabilities; ● lastly, equal opportunity through the guarantee of support and follow-up throughout their career, regardless of their age, sexual orientation, gender, or origins.
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