Orano - Annual Activity Report 2024 204 4 SUSTAINABILITY STATEMENT Social and societal information Target in terms of working conditions, compensation and quality of life at work As part of the deployment of the group’s compensation and benefits policies, Orano is committing to structural actions over a 3 to 5 year period to: ● strengthen prevention and social protection on a voluntary basis: the aim is to identify, by 2030, measures constituting a minimum common foundation in terms of prevention and social protection, applicable to all group employees, wherever they are based. The group’s ambition in its Commitment roadmap for 2030 is to provide 100% of employees with a common social protection framework by 2030; ● promote compensation transparency: in accordance with the European directive on compensation transparency, Orano is working to implement it, respecting the regulatory deadlines and the processes of transposition into the local laws of the countries concerned. The group has not set a target figure in this area to date. These initiatives aim to improve employee equity and well-being, in line with the group’s values and commitments in terms of sustainability. These targets were shared with employee representatives. The results will also be communicated in the future. Characteristics of the undertaking’s employees France and Kazakhstan account for 93% of the group’s own workers. The workforce remained stable between 2023 and 2024 due to recruitment and the deconsolidation of the Niger subsidiaries as of December 31, 2024. 89% of the workforce is full-time (permanent or temporary employees). The workforce is 23.6% female. BREAKDOWN OF WORKFORCE BY COUNTRY Indicators ESRS Reference 2019 2022 2023 2024 Breakdown France S1-6>52 15,475 16,328 16,880 17,575 86.6% Kazakhstan S1-6>52 1,168 1,241 1,295 1,326 6.5% Canada S1-6>52 426 423 400 439 2.2% United States S1-6>52 473 408 384 381 1.9% Germany S1-6>52 71 163 160 166 0.8% United Kingdom S1-6>52 78 88 87 121 0.6% Mongolia S1-6>52 89 88 69 75 0.4% Uzbekistan S1-6>52 0 56 67 83 0.4% Japan S1-6>52 14 51 51 58 0.3% Niger S1-6>52 751 864 867 13 0.1% Other S1-6>52 75 59 56 57 0.3% TOTAL EMPLOYEES S1-6>52 18,620 19,769 20,316 20,294 100% Methodological precision: Own workers as of December 31, 2024, all categories combined The Niger subsidiaries (Somaïr, Cominak, Imouraren) deconsolidated as of November 30, 2024 are excluded. The financial statements presented in Chapter 6, Note 4 report 19,970 full-time equivalents (FTE). The difference between the two figures is explained by the difference in calculation (registered and full-time equivalent), as well as by the methods of consolidating the entities in Canadian joint operations (McClean, McArthur River, Cigar Lake and Key Lake). BREAKDOWN OF WORKFORCE BY GENDER Indicators ESRS Reference 2019 2021 2022 2023 2024 Women (%) S1-6>50 a 21.9% 22.0% 22.4% 22.7% 23.6% Men (%) S1-6>50 a 78.1% 78.0% 77.6% 77.3% 76.4% Women (number of employees) S1-6>50 a 4,074 4,331 4,420 4,620 4,790 Men (number of employees) S1-6>50 a 14,546 15,351 15,349 15,696 15,504 TOTAL EMPLOYEES 18,620 19,682 19,769 20,316 20,294 Methodological precision: Own workers as of December 31, 2024, all categories combined. The Niger subsidiaries (Somaïr, Cominak, Imouraren) deconsolidated as of November 30, 2024 are excluded. Orano does not distinguish between “other” and “not declared” categories.
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