Orano - Annual Activity Report 2025 217 SUSTAINABILITY STATEMENT 4 Social and societal information In the countries where Orano operates, the group adapts its diversity and equality policy to local contexts, while respecting the international standards defined by the Code of Ethics. This approach includes the integration of gender diversity as an essential criterion in the recruitment, career development and training process. Diversity, Equity and Inclusion at Orano Mining Orano Mining is committed to guaranteeing each employee and subcontractor a safe and healthy working environment, conducive to self-expression and personal development. Employer responsibility at Orano means taking into account and preserving the physical and mental health of employees in the same way as their safety. In 2025, Orano Mining provided mandatory training on sexism and sexist behavior to its employees in France and abroad. In Canada, an awareness-raising campaign was rolled out at the McClean Lake and Saskatoon sites. In Mongolia, training sessions were also organized for employees on site and at the head office. In Kazakhstan, local managers were trained in 2025. In Namibia, four sexism training sessions were held and raised awareness among all employees. As part of its diversity policy and the promotion of women, Orano Mining has launched women’s networks in Canada and Kazakhstan respectively to promote gender equality and female leadership within the Company. 2025 IN ACTION A women’s network in Kazakhstan In September 2025, Katco launched the “Women’s Network” to promote gender equality and female leadership within the Company. During the first meeting, several employees of the executive management committee shared their career paths and their vision of female leadership. The network offers training sessions and workshops, the creation of a pool of mentors, as well as the sharing of experiences and career paths. This community aims to become a platform for development and careers. Actions for the employment of seniors around health Following the agreement of September 15, 2023, on the development of skills and career paths and strengthening the group’s appeal, the group is rolling out actions dedicated to seniors in France, carried out in collaboration with the Health, Safety and Radiation Protection Department, including the development of specific medical visits and the adaptation of working conditions. A specific agreement for seniors or experienced people will be developed in 2026. In 2024, the group adopts a Human Rights policy In 2024, the group adopted a Human Rights policy which was validated by the executive committee. The result of close collaboration between the various departments, it will be gradually rolled out across all group entities and included in the documents provided to suppliers and subcontractors. It expresses Orano’s desire to conduct its activities in strict compliance with internationally recognized human rights and to demand respect for these rights in its business relationships. In principle, the Human Rights policy defines the group’s commitments to respecting the fundamental rights and individual freedoms of its employees, applying the highest standards of nuclear, industrial and occupational safety and health, managing resources responsibly and preventing any negative impact its activities may have on the rights of local communities living near its sites. Diversity, equal opportunities and anti-discrimination target The group is committed to promoting diversity and equal opportunities through a policy structured around four main areas of action to be achieved by 2027: ● gender diversity: increase the representation of women, in particular by reaching 35% women on the management committees and 31% in permanent hires in France; ● social inclusion: promote the diversity of career paths by targeting 30% of permanent hires from our work-study students, interns, and those at the end of fixed-term contracts; ● seniors: promote the employment of seniors in France by keeping the recruitment rate at a minimum of 8% for employees aged 50 and over; and ● disability: strengthen the inclusion of persons with disabilities to achieve the regulatory objective of 6% employment rate in France, supported by adapted recruitment over the period 20242027. These commitments reflect our ambition to build a work environment that is inclusive and representative of society. These targets, defined in agreements, were shared with employee representatives. The action plans and results are also communicated. Furthermore, as part of the Commitments roadmap, the group’s voluntary objective is to involve 1,000 employees in this inclusion process by 2025, through three types of action: the internal mentoring policy supported by the Management School, workstudy programs for people with no qualifications and no diplomas, and actions to support integration structures, including support for people who are isolated from employment.
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