Orano - Annual Activity Report 2025 241 SUSTAINABILITY STATEMENT 4 Governance information ORANO PROCESS FOR DEALING WITH WHISTLEBLOWING Reporting the whistleblowing system YES NO Analysis/investigation of the facts under investigation Decisions and implementation of corrective measures and possible sanctions Source: Orano Alert admissible? Information to the whistleblower %NQUKPI QH VJG ƓNG Data archiving Information to the whistleblower on the follow-up given to the alert Employee and manager training as a lever for the ethics culture Employee training is an essential lever for spreading a culture of integrity and transparency within the group. Orano is committed to ensuring that all of its employees receive regular training on these topics. In order to ensure a good understanding of the ethics rules, the Compliance Division defines and manages the deployment of an annual awareness-raising and training plan concerning anticorruption and the prevention of influence-peddling, in coordination with the Compliance Network and Human Resources. The program includes: ● a mandatory e-learning module dedicated to the rules of the Code of Ethics, ethics and anti-corruption, for all group employees, which must be renewed after two to three years; ● general and specific face-to-face and virtual classroom training (anti-corruption and prevention of influence-peddling, the Orano anti-corruption program, accounting controls for people working in finance, specific modules on request) for exposed persons to be renewed approximately every three years; and ● awareness-raising and communication campaigns, including whistleblowing. Compliance correspondents also provide training for employees exposed to the risks of corruption in their organization, with the support of the Compliance Department, which provides a training pack enabling correspondents to understand and then roll out the training. As needed, focus sessions are also organized, particularly for compliance correspondents, such as workshops on corruption and influence-peddling risk mapping. The members of the executive committee and the audit and ethics committee are regularly briefed on compliance issues. The functions targeted for these training courses are identified based on the corruption risk mapping, and people are selected from the personnel file provided by Human Resources, according to their job and job description. These are mainly people in contact with third parties outside the group (customers, suppliers, authorities); decision-makers likely to commit the Company and/or contributors to the decision, corporate officers, and senior executives or the finance function. A proposed list is submitted to the Compliance Officers of the entities, who may amend and supplement these lists. Training is provided by the Compliance Department and/or compliance officers.
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