Orano - Annual Activity Report 2024 97 RISKS, CONTROL AND DUTY OF VIGILANCE PLAN 3 Duty of vigilance plan Compliance with legal limits on working hours Orano complies with local labor laws regarding working hours. In this regard, the group ensures that any additional work is carried out in compliance with local laws and is properly compensated. To achieve this, working hours monitoring procedures are implemented to ensure traceability of hours worked and appropriate compensation for overtime. The different work organizations that exist within the group in France all lead to an average annual working week of 35 hours or less, depending on the organization. In Niger (1), the standard work schedule is 40 hours per week (eight hours per day, five days per week). Shift workers operate in cycles of two 9-hour shifts (for the mine) or three 8-hour shifts (for the processing plant). In Kazakhstan and Canada, corporate office activities follow a 40hour, 5-day workweek. On mining sites, most employees work in rotations of two weeks of full-time work with 11-hour days, followed by two weeks of rest. Additionally, in Canada, senior executives benefit from a “Flex” rotation system over seven days (four days on-site and three days at home), offering flexibility in workdays based on operational priorities. Decent housing conditions on mining sites Orano ensures that all its employees and subcontractors are housed in decent conditions on its mining sites. In this regard, Orano Mining has established a standard applicable to all living quarters on its mining sites for employees and subcontractors to guarantee a minimum level of acceptable living conditions. The objective is for each installation to meet this minimum standard if it has not yet been achieved. Compliance checks are scheduled for 2025. This standard is also considered in any new living quarter construction project. Strong measures to address discrimination and prevent harassment and sexist behavior As part of their professional activities, employees may encounter discriminatory or sexist behavior or situations of harassment involving unwanted advances or inappropriate physical contact. As a socially responsible and committed company, Orano places particular importance on developing an inclusive policy that promotes gender diversity, cultural and professional diversity, and actively works to eliminate all forms of discrimination and harassment. The group also ensures that these values, which are integrated into its Code of Ethics, are upheld by all its suppliers and subcontractors. The prevention of any form of discrimination is based on a risk analysis drawn up by cross-referencing the 26 factors of discrimination identified by the Defender of Rights with the four main areas of human resources, namely recruitment and integration, career development, training and compensation, and the Company’s social climate. Policies promoting diversity and gender equality Orano implements policies aimed at promoting diversity. Its efforts in this area were recognized with the Diversity Label, first obtained in 2010 and renewed in 2023 for a period of four years, following an Afnor audit. Furthermore, the conclusions of the follow-up audit conducted in early 2023 did not reveal any shortcomings or areas for improvement. Convinced that gender diversity is a major asset for the group and its development, Orano’s management and labor unions unanimously signed the company’s first agreement on professional gender equality in April 2019. This agreement aims to promote gender balance in recruitment, mobility, and career development, reduce wage gaps between men and women, and support a balanced approach to parenthood in the workplace. In 2023, Orano renewed its commitment to professional gender diversity by signing a new agreement on gender equality for the 2023-2027 period. This agreement, unanimously approved by labor unions and the Chief Executive Officer, aims to strengthen gender equality and equity policies through concrete actions based on eight key principles: ● achieving gender diversity balance in recruitment; ● achieving equal pay; ● securing access to leadership and expert roles; ● guaranteeing equal opportunities and mitigating the impacts of parenthood on careers; ● accelerating equal opportunities and reconciling personal and professional life; ● ensuring equal access to training; ● preventing harassment and sexist behavior; and ● promoting greater gender diversity in labor unions This agreement is supported by action plans within the group’s entities, with annual monitoring both at the national level and within the group’s various entities. Regarding the Gender Equality Index, established by the French law of September 5, 2018, on the “freedom to choose one’s professional future,” each company within the group has achieved a score above 80/100 (for more information on the group’s diversity policy, see Section 4.3.1.6). The Orano la Hague site is heavily involved in diversity initiatives, including a strong partnership with the Maison de l’Emploi et de la Formation du Cotentin (Cotentin employment and training center), with Orano employees contributing their skills to initiatives aimed at senior citizens, and the organization of site tours on the theme of professional diversity. In the United States, Orano is recognized as an Equal Opportunity Employer (EOE) by the US Equal Employment Opportunity (1) The group confirmed the loss of operational control over its subsidiaries in Niger in December 2024. For more information on the situation in Niger, see Section 2.1.2.1.
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