Orano - Annual Activity Report 2024 205 SUSTAINABILITY STATEMENT 4 Social and societal information BREAKDOWN OF WORKFORCE BY TYPE OF CONTRACT Indicators ESRS Reference 2019 2022 2023 2024 2024 - Of which women 2024 - Of which men Permanent employees S1-6>50 b; 51 15,904 16,874 17,469 17,379 4,069 13,310 Inactive permanent employees S1-6>50 b; 51 1,595 1,586 1,437 1,414 291 1,124 Temporary employees S1-6>50 b; 51 1,121 1,309 1,410 1,501 430 1,071 Non-guaranteed hours employees S1-6>50 b; 51 0 0 0 0 0 0 TOTAL EMPLOYEES S1-6>50 B; 51 18,620 19,769 20,316 20,294 4,790 15,505 of which full-time employees (active permanent or temporary) S1-6>50 b; 51 16,343 17,474 18,145 18,096 3,945 14,151 of which part-time employees S1-6>50 b; 51 683 709 734 784 554 230 Methodological precision: Registered own workers at December 31, 2024 The Niger subsidiaries (Somaïr, Cominak, Imouraren) deconsolidated as of November 30, 2024 are excluded. TURNOVER RATE Indicators ESRS Reference 2019 2022 2023 2024 Employees who left the group during the year S1-16>50 c 1,521 1,418 1,293 1,236 Turnover rate S1-16>50 c 8.6% 7.7% 7.0% 6.5% Methodological precision: Employees who left the group include Niger subsidiaries in 2024. The turnover rate is calculated as: Permanent employees who left the group during the year, divided by the initial permanent workforce. Characteristics of non-employees in the Company’s own workforce This year, Orano does is not disclosing information relating to non-salaried employees treated as employees of the Company (S1>S1-7>55 a) in accordance with the phase-in provisions provided for by the standard (1 year): total number of nonsalaried employees amongst company workforce, total number of non-salaried employees amongst employees of the Company who are persons who have entered into a service contract with the Company (“self-employed workers”) and total number of non-salaried employees treated as employees of the Company, persons placed at its disposal by companies exercising mainly “employment-related activities”. Compensation results (pay gap and total compensation) The comparison between the highest compensation and the median compensation of other employees over seven countries shows a gap of 11.05. This result is largely due to France, where the employee with the highest compensation receives a salary 10.74 times higher than the median of the rest of the employees. Although fewer in the workforce, women receive on average a higher hourly rate than men. This fairness is explained by the fact that: ● the female population is under-represented in the calculation of the indicator (20% women versus 80% men); and ● women hold more “qualified” positions than men (41% of women hold engineer and managerial positions out of the total female population, while only 29% of men hold engineer and managerial positions out of the total male population).
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