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In accordance with the legal and regulatory obligations aimed at eliminating the gender pay gap in companies, Aéroports de Paris S.A. published its 2025 gender equality index for the year 2024 and obtained a score of 89/100, presented as follows:

1. The pay gap between women and men, calculated from the average pay of women compared to that of men, by age group and socio-professional category (39 points out of 40);
2. The gap in the rate of individual pay increases between women and men (20 points out of 20);
3. The difference in the rate of promotion between women and men (15 points out of 15);
4. The percentage of employees who received a raise in the year following their return from maternity leave, if raises were given in their absence (15 points out of 15);
5. The number of employees of the under-represented gender among the ten highest earners (0 out of 10 points).

This result reflects the commitment and work carried out by all teams to strive towards true professional equality and is an encouragement for everyone to continue their efforts in this direction. It reflects the actions undertaken since 2003 and supported by the agreements on professional equality between women and men signed with the social partners since that date. Thus, Aéroports de Paris SA signed its seventh three-year agreement on professional equality between women and men in July 2023.

Beyond equal pay, which is a fundamental element of professional equality between women and men, Aéroports de Paris S.A considers diversity to be a pillar of its HR policy and promotes feminisation as a factor of social progress and wealth. This commitment is realised in particular through actions aimed at boosting the recruitment and promotion of women, and at promoting gender diversity in the workplace. It concerns all levels of responsibility.

In order to accelerate the representation of women in economic and professional life, Law No. 2021-1774 of 24 December 2021 to accelerate economic and professional equality (French text) includes a number of measures to improve gender equality in business. Its Article 14 sets out an obligation of balanced representation between women and men in executive positions at large companies, and for them to publish any gaps in equality. Companies must achieve the target proportion of 30% women and men in senior executive positions and 30% male and female members of management bodies from 1 March 2026. This target will be increased to 40% from 1 March 2029.

Aéroports de Paris SA figures for 2024:

Senior executives: 19.7%
Executive Committee members: 24.6%
Management Committees reporting to directors on the Executive Committee: 38%