Orano - Annual Activity Report 2024 213 SUSTAINABILITY STATEMENT 4 Social and societal information BREAKDOWN OF TRAINING CATALOG BY THEME IN 2024 32% 24% 18% 14% 6% 3% 3% Source: Orano Operations, Facility Maintenance Security, Health, Radiation Protection Science-Studies Nuclear Safety, Environment, Industrial Risks Cleaning, Dismantling, Materials and Waste Management IT Tools, Digital Culture Other (including Management) 2024 IN ACTION: Dynamic business schools: “in-house training” The Orano group is continuing to develop and set up school construction sites on its sites. A pioneer, the Orano la Hague site launched an École des métiers (vocational training school) ten years ago to train its operators and prepare for maintenance operations. The recycling business campus was inaugurated in Melox in 2024. This school brings together in a single location, in a nonradioactive environment, physical and digital training tools over more than 1,000 m2. The training is aimed at Melox’s employees and subcontractors, particularly in the plant’s operation and maintenance trades, which involve electromechanical equipment confined in enclosures called glove boxes. The training offered by the École des métiers de Melox is aimed at both new hires and experienced employees wishing to improve their skills or acquire new qualifications. The training combines the use of life-size models with virtual reality and augmented reality. The Mining College expanded its training offer with a complete course dedicated to In Situ Recovery (SRI) mining techniques. Consisting of six training modules over 9.5 days, this course supports the Orano Mining teams in mastering this technique, which makes it possible to make the most of low-grade deposits. In 2024, nearly 50 technical training courses, specifically related to the development of skills in the group’s business lines, were revised or designed. Strong recruitment momentum in a very demanding context Orano operates in a promising business segment, with significant ambitions in terms of recruitment. More specifically, nearly 15,000 employees are to be recruited over the next ten years. Within the nuclear industry, which currently accounts for 220,000 jobs in France, 100,000 new recruits are planned, which means that one out of every two employees who will be working in the nuclear industry in 2030 does not work there today. In this context, Orano has chosen to organize recruitment in shared service centers located in the heart of the group’s employment areas and close to its industrial and service operations. Today, there are three “appeal and recruitment” divisions that implement common recruitment tools and methods for the development of activities in France. Internationally, recruitment is managed by local human resources teams. In addition, Orano’s recruitment priorities focus on several strategic areas: ● proximity to the world of education: Orano invests in partnerships with the education sector to attract young talent to the nuclear industry. In 2024, for example, it contributed to the creation of a BTS specializing in Production and Process Management in Cherbourg, whose students complete their apprenticeship at Orano, acquiring essential skills for the management of nuclear facilities. In addition, each year the group participates in more than 250 recruitment events (forums, workshops, jobdatings), which strengthens its reputation among young people; ● internships and work-study programs as pre-recruitment: Orano welcomes more than 1,000 interns and work-study students per year and aims to hire more than 30% of them on permanent contracts at the end of their training. This prerecruitment policy is recognized by the HappyIndex®Trainees and HappyIndex®Trainees Alternance 2025 labels, where Orano is among the best companies for welcoming and training young people; ● professional retraining: to meet skills needs, Orano promotes retraining in key technical nuclear trades, such as radiation protection and the operation of industrial equipment. More than 100 retraining programs are carried out each year via professionalization contracts, enabling recruits to obtain specific certifications; ● innovation and digital tools: to diversify its recruitment channels, Orano has set up an accelerated career development program for young high-potential engineers, as well as digital tools such as Seiza for recruitment on social networks. This strategy has doubled the number of applications since 2021; and ● diversity and inclusion: the diversity of talents being a performance factor, Orano has an ambitious recruitment policy in terms of gender equality and inclusion. Orano is also a member of the French Nuclear Industry Group (GIFEN), working with other players to meet the recruitment needs of the French nuclear industry and strengthen the appeal of this industry.
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