Orano - Annual Activity Report 2025 242 4 SUSTAINABILITY STATEMENT Governance information ETHICS AND CORPORATE CULTURE RESULTS [G1-10] Indicators (GRI 205-2) ESRS 2025 2024 2023 Reference 2019 Progress Percentage of employees made aware of ethics via e-learning (%) G1-1>10 84% 75% 81% n/a n.a.: not applicable. Methodological precision: This indicator covers the entire scope of consolidation. It includes data from McClean (Canada). Calculations are based on human resources training files. It is calculated as the ratio of employees who have completed the “our Code of Ethics” e-learning module to the total number of permanent employees. 4.4.1.4 A robust program to prevent fraud, corruption and influence-peddling A robust anti-corruption and influence-peddling program is deployed at the level of group-controlled entities and regularly updated. The program promotes a culture of business ethics and transparency through a robust prevention policy based on strict rules of conduct as well as training and awareness-raising actions. Transparency, sincerity, and openness to dialogue are also part of this program throughout its implementation, including its supervision by the Board of directors, the Chief Executive Officer and the executive committee. Based on its corruption and influence-peddling risk mapping, which is updated each year, and in compliance with the Sapin II law, Orano established a corruption and influence-peddling prevention program. The program is overseen and implemented by the Compliance Division of the Risks, Compliance & Internal Audit Department, assisted by a network of compliance correspondents. This program is intended for all group employees, managers, and executives and is based on the appropriation and application of rules of conduct, internal policies and procedures, and external laws and regulations. The corruption prevention and detection program is organized around eight pillars: ● the corruption and influence-peddling risk mapping, updated annually; ● the Code of ethics and business conduct, including the anticorruption rules of conduct and documentation on related policies and procedures; ● awareness-raising among staff in general and targeted training for those exposed; ● the assessment of the compliance of third parties in direct contact with the group; ● the accounting controls and the internal control environment; ● the whistleblowing system, which makes it possible to report suspected acts of corruption or influence-peddling in particular; ● the disciplinary regime, with a principle of zero tolerance in the event of proven acts of corruption by the group’s employees; and ● the evaluation and control plan for the entire program, aimed at identifying discrepancies and carrying out corrective actions. This program is part of a continuous improvement approach with regard to the assessment of identified risks, changes in indicators and the results of controls. It relies in particular on a network of around 30 compliance correspondents and compliance liaisons covering all the group’s activities, and on regular communication with operational staff.
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