Orano - Annual Activity Report 2025 218 4 SUSTAINABILITY STATEMENT Social and societal information Diversity results RESULTS IN TERMS OF PERCENTAGE OF SENIOR MANAGEMENT WHO ARE WOMEN [S1-9] Objective 2030 Indicators (GRI 405-1) ESRS 2025 2024 2023 Reference 2019 Progress 35% women on executive committees / Board of directors (worldwide) Percentage of female management committee members (%) S1-9>66 a 32% 31% 31% 25% Number of women on management committees S1-9>66 a 137 113 n/a n/a Percentage of men on management committees (%) S1-9>66 a 68% 69% n/a n/a Number of men on management committees S1-9>66 a 287 251 n/a n/a n/a: not applicable. The indicators required by the CSRD Directive are published from the 2024 financial year. Methodological clarification: Orano has defined senior management as members of the global management committees. A management committee corresponds to a steering and management body for a given organizational scope. The indicator concerns the management committees of the BUs, the management committees of the establishments and operational management in France, the management committees of the foreign subsidiaries (Mines BU and the Nuclear Packages and Services BU), and the management committees of the support functions. The HR managers in charge of the Department are included in the calculation. Depending on the year, this represents between 350 and 400 people. Unlike the “Rixain” law, it concerns all of the group’s management committees, regardless of the global workforce of the entities concerned. The McClean joint operation is fully consolidated. The Uzbek Nurlikum stream was excluded from the calculation. BREAKDOWN OF WORKFORCE BY AGE GROUP [S1-9] Indicators (GRI 102-8) ESRS 2025 Contribution 2024 2023 Reference 2019 Less than 30 years old S1-9>66 b 3,958 19% 3,609 3,270 2,599 Between 30 and 50 years S1-9>66 b 10,722 51% 10,158 10,818 9,680 More than 50 years S1-9>66 b 6,542 31% 6,542 6,228 6,341 TOTAL EMPLOYEES S1-6>50 a, 50 b 21,222 100% 20,317 20,316 18,620 Less than 30 years old among permanent staff S1-9>66 b 2,710 15% 2,433 n/a n/a Between 30 and 50 years among permanent staff S1-9>66 b 10,227 56% 9,663 n/a n/a More than 50 years among permanent staff S1-9>66 b 5,384 29% 5,296 n/a n/a TOTAL PERMANENT EMPLOYEES S1-9>66 b 18,321 100% 17,392 N/A N/A Methodological clarification: This indicator is based on all registered own workers at December 31, 2025. The McClean joint operation is fully consolidated. The 2024 headcount has been recalculated to align with this rule. The workforce of the Uzbekistan Nurikum subsidiary, accounted for using the equity method at September 30, 2025, is excluded. Work-life balance results Orano is currently working to make the indicators relating to family leave worldwide more reliable, in accordance with the transitional provisions provided for by the standard (two years). Results in terms of complaints, discrimination and serious impacts on human rights The total number of ethics incidents reported through the various channels is slightly higher than in previous years. This is particularly due to the increase in the number of complaints related to discrimination and harassment, which reflects an increased sensitivity to the subject. It also reflects an easier reporting of incidents and better knowledge by employees of the reporting channels. Orano was aware of two proven cases of severe human rights violations of group employees in 2025. On May 5, 2025, the Director of the Orano Mining facility in Niger was arbitrarily and extra-judicially arrested by Nigerien security forces. He was finally released only on November 6, 2025, after being illegally detained for six months (see in Section 2.1.2.1). The second case concerns serious acts of sexual harassment, which led to the dismissal of the employee in question.
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