Orano - Annual Activity Report 2024 203 SUSTAINABILITY STATEMENT 4 Social and societal information Overtime hours worked at the request of management may be paid or recovered. Orano authorizes teleworking under certain conditions. In Kazakhstan and Canada, head office activities are 40 hours, five days a week. At the mining sites, all employees work in shifts of two weeks of full-time work of 11 hours per day, followed by two weeks of rest. In addition, in Canada, senior management benefit from a “Flex” shift system, over seven days (four days on site and three days at home), characterized by the flexibility of the days concerned according to operational priorities. Towards a strengthening of social protection provisions In all countries where the group operates, Orano has health and personal risk insurance policies. In 2024, an exhaustive inventory was carried out in order to have a precise and detailed vision of the levels of coverage in place. This assessment should make it possible to identify mechanisms constituting a minimum social protection foundation for all employees and countries. A key milestone in this initiative was reached on October 23, 2024, with the signing of the Working With Cancer Charter. Renewed working environments for teams For several years, the group has invested in new work premises, taking into account environmental performance issues and changes in working practices. These actions directly contribute to an IRO detailed in Section 4.3.1.1. For each of these projects, Orano employees are directly involved and consulted to participate in the definition of the new workspaces, dynamic and collaborative facilities, integrating the implementation of new services and the modernization of digital and IT tools. After the relocation of the group’s head office from La Défense to the Prisme building in Châtillon (Île-de-France) in 2019, followed by projects for new premises in Saskatoon (Orano Mining), SaintQuentin-En-Yvelines (Orano NPS and Orano Projets), Massy (Orano Dismantling and Services) and Valognes (Orano Recycling), new projects took shape in 2023, such as the new HEQ (High Environmental Quality) certified Atlas building (Recycling BU) at the la Hague site (France), which will accommodate 750 people, or the offices in Beijing (China) and Dijon (France). The group will continue its modernization actions in 2025. The Orano Mining team applies eco-design principles to the design of the future remote site of its mining site in Mongolia. These new environments include the group’s ambitions in terms of eco-mobility, i.e., reducing the carbon footprint of home-work journeys. Orano is working on the deployment of electric charging stations at its sites to support the electrification of the group’s resources and those of its employees (see Section 4.2.1.4). Multiple arrangements to improve the quality of life at work Orano attaches particular importance to the work-life balance of employees and complies with legal provisions on working time at its various locations around the world. In France, we note in particular: ● the existence, for more than ten years, of support systems to take into account parenthood in companies. In this respect, for example, Orano has made specific provisions to facilitate the taking of parental leave and the exercise of part-time work. Since 2019, all group employees in France have benefited from extended paternity leave compared to legal provisions. Thus, four additional days reinforce paternity leave. The new agreement to accelerate professional gender equality within the Orano group signed in 2023 strengthens the existing systems by supporting parents using a medically-assisted procreation system; ● the generalization of teleworking across the entire group, including the industrial sites, through the conclusion of a group agreement in 2020, followed by more than ten agreements still in force signed within companies and facilities in 2021 and 2022; ● the implementation of personalized support measures for employees moving geographically. These measures take into account the diversity of employees’ needs, which depend on personal factors such as age, family situation or housing constraints. This system, introduced by the agreement of January 23, 2023 on the development of professional mobility, offers each employee of the group an “à la carte” support, enabling him or her to choose, from a catalog of proposed measures, those that better meet its specific needs; ● the new impetus given to the theme of quality of life in the workplace via the deployment of actions set out in the group agreement on the development of quality of life in the workplace and the consideration of psychosocial risks concluded on March 31, 2021 with the unanimous agreement of the labor union organizations. This has notably resulted in: ● the continuation of webinars available to all group employees dedicated to a better understanding of the status of caregiver recognized within Orano and the actions implemented within the group to support caregiver employees (increased teleworking, donation of days of leave, possibility of absences, for example), ● the launch of 100%-digitized campaigns to donate days of leave between colleagues. This allows employees who wish to donate some of their leave to Orano colleagues who are caregivers, parents of seriously ill children under the age of 20 or parents of a child under 25 who has died. Of each donation made in this way, 20% is matched by Orano, up to a limit of three days per year per employee benefi ciary. In 2023, during the donation campaign, 50 employees were involved. For the third edition, in 2024, 32 employees made a donation, ● the implementation in all entities in France of local action plans which resulted, for example, in the organization of awarenessraising sessions on the prevention of sexual harassment and sexist acts, and webinars during the Well-being week in June 2024 to learn how to better manage time, become more effi cient, and calmly disconnect.
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