Orano - Annual Activity Report 2024 206 4 SUSTAINABILITY STATEMENT Social and societal information Equal pay policies have been put in place within the group, particularly in France, via an annual budget dedicated to gender pay equality or through the implementation of salary measures when returning from maternity leave. Indicators (GRI 102-38) ESRS Reference 2019 2022 2023 2024 Annual total remuneration ratio (unweighted average) S1-16>97 b n/a n/a n/a 11.05 Gender pay gap (%) S1-16>AR100 n/a n/a n/a -1.16% n/a: not applicable. The indicators required by the CSRD Directive are published from the 2024 financial year. Methodological precision: The ratio of the highest-paid annual total compensation to the median total annual compensation of all employees (excluding the highest-paid person). The gender pay gap refers to the difference in the average level of pay between male and female employees, expressed as a percentage of the average pay level of male workers. The calculation is carried out on 71% of own workers. The following countries are excluded from the scope of the indicator: countries with fewer than 50 employees (China, Namibia, South Korea, Turkey, Belgium) and a few entities in Germany, Japan and Niger. Three countries (UK, Canada and Mongolia) used assumptions for their contribution. Adequate wage outcomes According to the ESRS S1 criteria, Orano pays 100% of its employees above the reference adequate wage. Indicators ESRS Reference 2019 2021 2022 2023 2024 Percentage of employees paid below the applicable adequate wage benchmark (%) S1-10>70 n/a n/a n/a n/a 0 n/a: not applicable. The indicator required by the CSRD Directive is published from the 2024 financial year. Methodological precision: In accordance with the requirements of the standard, the calculation is made by comparing the basic salary and the legal minimum wage in the country. The calculation is based on 98% of own workers in 13 countries. Excluded from the scope of the indicator are the entities for which the salary review is not carried out in the group tool (six entities in three countries). Social protection results [S1-11] Orano is currently working on the formalization of this inventory, in accordance with the phase-in provision provided for by the standard (one year). 4.3.1.4 A dynamic and shared social dialogue Dialogue policy with the Company’s workforce and their representatives Foundations of labor relations in France The group’s labor relations are founded on mutual respect and dialogue. They take into account the guiding principles of human rights and national regulations. They take into account the requirement for competitiveness, performance improvement, and the well-being of employees. Compliance with the principles of social dialogue is the responsibility of the Director of People & Communications (human resources and communication), member of the Executive Committee. In France, employee representatives and management have built up a rich social dialogue over many years, which, within the group, takes place at three levels: at group, legal company and entity.
RkJQdWJsaXNoZXIy NzMxNTcx