Orano - Annual Activity Report 2024 214 4 SUSTAINABILITY STATEMENT Social and societal information Training and skills development targets In the nuclear industry, which currently represents 220,000 jobs in France, 100,000 new hires are planned over the next 10 years. For Orano, nearly 15,000 employees are to be recruited over the next ten years, an average of 1,500 per year to fuel the group’s growth and replace departures. To meet this recruitment challenge, Orano plans to welcome and train around 1,000 interns and work-study students very year, mainly in France. Internships and work-study programs are a key driver of the recruitment policy in a context of growth in our activities. Orano also aims to achieve an average of 35 hours of training per employee per year, worldwide. This target aims to strengthen the skills development of employees and support their professional development in a constantly changing environment. These targets were shared with employee representatives in the dedicated bodies. The results are also communicated. These objectives are voluntary in nature. Training and skills development results The results in terms of training show an access rate of 96% and an average of 33 hours per year per employee. Objective 2030 Indicators (GRI 404-2) ESRS Reference 2019 2022 2023 2024 Maintain an average of 35 hours of training per employee per year (worldwide) Average number of hours of training per employee (France) S1-13>83 b 37 38 39 33.8 Average number of hours of training per employee (worldwide) S1-13>83 b n/a n/a n/a 32.8 Average hours of training hours (women) S1-13>83 b n/a n/a n/a 27.4 Average hours of training (men) S1-13>83 b n/a n/a n/a 34.3 Access to training (%) Entity specific n/a n/a n/a 96% n/a: not applicable. The indicators required by the CSRD Directive are published from the 2024 financial year. Methodological precision: The calculation is based on 95.4%, as data is missing for four activities in Germany and Niger. The impact on results is limited. Assumptions have been made on the distribution of training hours between men and women in the United States. The group is currently working to make indicators relating to the coverage rate of employees in terms of performance assessment and development worldwide, in accordance with the phase-in provisions provided for by the standard (one year). 4.3.1.6 Together for diversity, inclusion and the fight against discrimination Diversity, inclusion and anti-discrimination policy and actions In all countries where Orano operates, it deploys concrete measures to ensure that these are carried out in compliance with internationally recognized human rights, as defined by the Universal Declaration of Human Rights adopted by the United Nations in 1948, the principles of the United Nations Global Compact, the fundamental conventions of the International Labour Organization (ILO) and the guiding principles of the Organisation for Economic Co-operation and Development (OECD) for multinational companies. The application of these reference texts by Orano testifies to its commitment to respect for human rights, in particular to the prohibition of all forms of forced or compulsory labor, child labor, as well as to respect for the freedom of association, privacy and the right to collective bargaining. This commitment is formalized in its Code of ethics and business conduct (hereinafter the “Code of Ethics”), applicable to all group employees. Compliance is required of all its suppliers, subcontractors and business partners. In particular, the group ensures that the following 26 discrimination criteria are integrated into its policy: physical appearance, age, state of health, membership or non-membership of a so-called race, membership or non-membership of a nation, sex, gender identity, sexual orientation, pregnancy, disability, origin, religion, bank address, political opinions, philosophical opinions, family status, genetic characteristics, morals, patronymic, labor union activities, place of residence, ethnicity, loss of autonomy, ability to speak a foreign language and economic vulnerability.
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