Orano - Annual Activity Report 2024 202 4 SUSTAINABILITY STATEMENT Social and societal information Occupational illness results Orano does not disclose the number of occupational illnesses among its employees and non-employees worldwide (1 year) and the number of days lost due to occupational illnesses or death in accordance with the phase-in provisions provided for by the standard (1 year). The group is working to disclose this information for the 2025 financial year, which requires working in all of its countries of operation. Orano cannot disclose the number of deaths attributable to occupational diseases among employees working at its sites worldwide (S1>S1-14>88 d), due to the medical nature of this information on employees of an external company. 4.3.1.3 Working conditions for employee well-being Policy and actions in terms of working conditions, employee well-being and compensation A clear and ambitious salary policy The group’s salary policy has several objectives: attracting and retaining skills and talents, recognizing the annual performance of employees and guaranteeing internal equity while taking into consideration the Company’s economic situation. Orano’s salary policy is implemented in each country in accordance with local regulations and practices. Its implementation is supervised by the Director of People & Communications, member of the Executive Committee. Within the group, total compensation breaks down as follows: ● a fixed compensation linked to the level of responsibility of the position held in line with the salary benchmarks of the labor market in the country concerned; ● variable compensation linked to individual performance, with the variable compensation system (VCC) for many of our engineers and managers; and ● additional variable elements related to the position held, which may be different in each country depending on local regulations and agreements. Each year, a salary review budget is adjusted according to the endogenous and exogenous context. In France, which represents more than 80% of the workforce, changes in fixed and variable compensation, governed by branch agreements and collective agreements, are negotiated each year with the labor unions. In 2024, the negotiated budget for wage measures in France amounted to 4.2% of the payroll, determined during the mandatory annual negotiations (NAO). Most of Orano’s activities are governed by the new national collective agreement for metallurgy. By offering a common frame of reference, it facilitates understanding of career paths and career development in the business units in France. Each employee can view their job and their classification on their payslip from January 1, 2024. Through this individual and collective support, Orano wanted to support this major change in transparency and consultation. Variable compensation linked to individual performance The rate of variable compensation is determined according to the level of responsibility of the position held. The variable component is both individually and collectively based. The latter varies according to the level of responsibility of the position held in line with the impact of the position on the organization. In this way, the collective portion increases with the level of responsibility. The criteria making up the collective portion are consistent with the financial results and objectives related to the commitment policy (CSR). Similarly, the rules for allocating and calculating variable compensation are gradually being harmonized between the various global entities, while being indexed to local market practices (particularly in terms of rates). Note that in the United States, the variable compensation takes several forms: ● Short-Term Incentives (STI), equivalent to the variable portion tied to individual performance; ● Long-Term Incentives (LTI), Multi-year Executive Talent Retention Program. Variable compensation linked to collective performance For all of the group’s French companies, the incentive agreements were renegotiated in 2022 for a period of three years covering the 2022-2024 period. From 2022, the target incentive rates are 6% to 8% for all companies. It should be noted that in the United States, the All Employee Incentive Plan (AEIP), which includes all employees not covered by the two STI and LTI variable components is the equivalent of profitsharing in France. In terms of employee savings, Orano offers a range of seven company mutual funds (FCPE) with different risk profiles, from the most stable to the most dynamic. The Orano savings plan is subject to an agreement negotiated with the representative labor unions and is managed jointly. Orano has deployed ESG (Environment Social Governance) filters for certain funds, requiring managers to invest in responsible organizations from an environmental, social or ethical governance standpoint. Several schemes are available to employees to manage the end of their career and prepare for retirement. Working hours adapted to local conditions With regard to working time, different work arrangements exist within the group’s activities in France. They all include an annual average of 35 hours per week or less, depending on the organization. In the United Kingdom, full-time employees work an average of 37 hours per week.
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