Orano - Annual Activity Report 2024 217 SUSTAINABILITY STATEMENT 4 Social and societal information Target in terms of diversity, inclusion and fight against discrimination The group is committed to promoting diversity and inclusion through a policy structured around four main areas of action to be achieved by 2027: ● gender diversity: increase the representation of women, in particular by reaching 35% women on the management committees and 31% in permanent hires in France; ● disability: strengthen the inclusion of persons with disabilities to achieve the regulatory objective of 6% employment rate in France, supported by adapted recruitment over the period 20242027; ● social inclusion: promote the diversity of career paths by targeting 30% of permanent hires from our work-study students, interns and those at the end of fixed-term contracts; and ● seniors: promote the employment of seniors in France by keeping the recruitment rate at a minimum of 8% for employees aged 50 and over. These commitments reflect our ambition to build a work environment that is inclusive and representative of society. These targets, defined in agreements, were shared with employee representatives. The action plans and results are also communicated. Furthermore, as part of the Commitments roadmap, the group’s voluntary objective is to involve 1,000 employees in this inclusion process by 2025, through three types of action: the internal mentoring policy supported by the Management School, workstudy programs for people with no qualifications and no diplomas, and actions to support integration structures, including support for people who are isolated from employment. Gender balance results The percentage of women on management committees worldwide was not at the target in 2024 due to the reorganization of certain management committees. The group is continuing its actions to recruit female profiles and support female “talent”. PERCENTAGE OF SENIOR MANAGEMENT WHO ARE WOMEN Objective 2025 Indicators (GRI 405-1) ESRS Reference 2019 2022 2023 2024 Progress 35% women on the Management Committees (worldwide) Percentage of female Management Committee members (%) S1-9>66 a 25% 31.7% 31.4% 31% Number of women on Management Committees S1-9>66 a n/a n/a n/a 113 Percentage of men on Management Committees (%) S1-9>66 a n/a n/a n/a 69 % Number of men on Management Committees S1-9>66 a n/a n/a n/a 251 n/a: not applicable. The indicators required by the CSRD Directive are published from the 2024 financial year. Methodological precision: Orano has defined senior management as members of the global management committees. A Management Committee corresponds to a steering and management body for a given organizational scope. The indicator concerns the Management Committees of the BUs, the Management Committees of the establishments and operational management in France, the Management Committees of the foreign subsidiaries (Mines BU and the Nuclear Packages and Services BU), and the Management Committees of the support functions. The HR managers in charge of the Department are included in the calculation. Depending on the year, this represents between 350 and 400 people. Unlike the “Rixain” law, it concerns all of the group’s Management Committees, regardless of the global workforce of the entities concerned. The Niger subsidiaries deconsolidated as of 30 November 2024 were excluded from the calculation. The McClean joint operation is fully consolidated. BREAKDOWN OF WORKFORCE BY AGE GROUP Indicators (GRI 102-8) ESRS Reference 2019 2022 2023 2024 Contribution Less than 30 years old S1-9>66 b 2,599 3,004 3,270 3,606 18% Between 30 and 50 years S1-9>66 b 9,680 10,512 10,818 10,537 52% More than 50 years S1-9>66 b 6,341 6,253 6,228 6,151 30% TOTAL EMPLOYEES S1-9>66 B 18,620 19,769 20,316 20,294 100% Methodological precision: This indicator is based on all registered own workers at December 31 of the period. The Niger subsidiaries deconsolidated as of 30 November 2024 were excluded from the calculation. The McClean joint operation is fully consolidated.
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