Orano - Annual Activity Report 2024 215 SUSTAINABILITY STATEMENT 4 Social and societal information Together for diversity and inclusion Orano’s diversity policy is based on key principles aimed at attracting, integrating, retaining and developing talent while promoting inclusion and diversity. Considering diversity to be an asset and a performance lever, the group embeds this approach in its fundamental values: respect, cooperation, benevolence and transparency. This policy is approved annually by the Board of Directors. Orano’s equality and diversity policy is based on four main areas of action: ● diversity structured on the basis of ambitious principles and objectives to guarantee a good level of gender diversity and equality; ● the integration and retention in employment of persons with disabilities; ● a diversity and inclusion policy that welcomes diverse profiles in terms of social origin but also unemployed people who are trained in the group’s trades; ● lastly, the guarantee of support and follow-up throughout their career, regardless of their age, sexual orientation, gender or origins. Definitions used by Orano Diversity: Diversity here refers to all the individual and collective differences that characterize people in an organization or company. These differences may be visible, such as age, gender, ethnic or cultural origin, but also invisible, such as sexual orientation, religious beliefs, career paths or skills. Inclusion: Inclusion is the process and practice of creating an environment where each individual feels welcomed, respected, valued and able to contribute fully, regardless of their differences. While diversity emphasizes differences, inclusion is about how to integrate these differences so that they are a strength. Equal opportunities: Equal opportunities is the principle according to which each individual, whatever their personal characteristics (gender, origin, family situation, disability, etc.), must benefit from the same options to access opportunities such as education, employment, responsibilities or promotion. Gender diversity: Diversity refers to the harmonious coexistence of different social categories in a given space. Often used in the context of gender, diversity aims to promote gender balance in sectors or functions where one of the two genders is historically underrepresented. Parity: Parity refers to strict and quantitative equality between two groups, generally between men and women, in a given context. It aims to ensure equal representation of both genders in areas where structural or historical inequalities have led to an under-representation of one of the two groups. Compliance with the principles of training and skills development is the responsibility of the Director of People & Communications (human resources and communication), member of the Executive Committee. Diversity within the group means equal opportunities for everyone to progress within Orano, with skills as the only discriminating criterion. Agreements were negotiated in France to drive a global and uniform policy, with local deployment through dedicated action plans for each entity. Orano has made commitments in terms of diversity and inclusion, by concluding: ● the agreement to accelerate gender equality of April 21, 2023; ● the agreement for the development of skills and career paths and the strengthening of the group’s appeal of September 15, 2023; ● the agreement promoting the employment of persons with disabilities of December 18, 2023; and ● the agreement for the development of the quality of life at work and the consideration of psychosocial risks of September 19, 2021. 2024 IN ACTION: Renewal of the Diversity label The Diversity Label, carried by the French Ministry of Labor, recognizes the group’s socially responsible initiatives for many years. It was renegotiated in 2019 for a period of four years. It has the effect of leveraging, accelerating and structuring its diversity and inclusion policy. It encourages all women and men in the group to continue their mobilization. The audit for the renewal of the Diversity label is underway. Several central functions and the various Employment and Training CSPs and the Melox and Bagnols-sur-Cèze establishments were interviewed. The report should be delivered before the end of the second half of 2025.
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