The document outlines Airbus's commitment to corporate social responsibility, employee health management, and a return-to-work program designed to facilitate the rehabilitation of employees after long-term illness. It provides statistics on health trends and the effectiveness of rehabilitation initiatives, highlighting improved performance and reduced absence from work. The program emphasizes ergonomic workplace design and close collaboration among various stakeholders to ensure successful employee reintegration.

1. Welcome to Airbus in Germany Annette Gäßler, Head of Health Airbus Operations GmbH Corporate Social Responsibilty and Return to Work Page

2. Contend Corporate Social Responsibilty and Return to Work Company and sites Airbus Vision, CSR, Employability and Health Risk Assessment, Health Reports and Further Tools Return-to-Work Programme Conclusions Page

3. Page Toulouse Broughton Filton Final Assembly Line St Nazaire Nantes Stade Bremen Airbus in Europe … 11 Sites in Europe Page G E R M A N Y S P A I N F R A N C E U N I T E D K I N G D O M Illescas Puerto Real Madrid Hamburg

4. Airbus worldwide ….. 1 global company 3 customer support centres 5 training centres 7 spares centres 9 engineering design centres 11 manufacturing sites 20 languages 24 hour customer support (365 days a year) 50 flight simulators more than 88 nationalities 160 offices 316 customers 250 resident customer support managers ~325 operators ~6000 aircraft delivered >52,290 employees Wichita Mobile Washington Airbus Americas Tokyo Airbus Japan Peking Airbus China Moskow Hamburg Toulouse Tianjin Neu Delhi Bangalore Dubai Airbus Middle East (Data at end 2009) Page

5. Growing together The Airbus Way Page The cultural diversity of 52,000 employees from 88 nations gives Airbus a strong competitive advantage Airbus recruits an increasing number of women in traditionally male roles such as engineering Airbus’ people strategy, Growing Together, encourages better performance, higher quality and job dedication Responsibility and initiative are fostered at all levels, with strong support for current and future leaders Airbus promotes an open dialogue with employees and employee representatives Airbus celebrates and rewards employee achievements through national and company wide award schemes a world of cultural diversity

6. theAirbusway: values and behaviours to enable our vision and strategy … one global company culture Objective: To be a fully integrated company where all people, functions, partners, and suppliers share common values, behaviours and ways of working

7. Commitment to the environment, health & safety The Airbus Way Page The A380 is crucial in addressing the increased demand for air travel Airbus is closely involved in research projects to reduce noise and emission levels, and to help customers optimise aircraft performance Airbus is the only aerospace company to have earned International Organisation for Standardisation (ISO) 14001 environmental certification covering all production sites, the company headquarters and all products throughout their lifecycle. Safety in the design of workplaces and industrial processes is a key priority Airbus has implemented a joint policy to improve the environmental performance of its aircraft and the impact of production, as well as the working conditions of employees a world of commitment

8. Risk Assessments - Final Assembly Line - Wing Tank - Page

9. Risk Assessments - Equipment Installation - Page

10. Risk Assessments - Equipment Installation - Page

11. Contend Health Report 2009 The average sick rate fell slightly from 4.4 % in 2008 to 4.3% in 2009 18% of the sick days were due to illnesses lasting longer than 42 consecutive working days The risk assessment should be consulted for each individual site, especially in the case of musculoskeletal disorders Sickness in the 60+ age group will play a more prominent role in the company in the future Page

12. Health Management Tools EHS advisory meetings as a joint platform with HR Page Information sources Health reports Risk assessments Ergonomic Register Employee surveys... Quality assurance EFQM Reporting KPIs Business Warehouse SAP Evaluation Social Report Rehab strategies Fit with Airbus Re-integration Team meetings Annual campaigns Heart Week Care of the back Skin Air 2008 Nutrition Employee participation Health promotion meetings Training courses Executives Check-ups Step-counter campaign Balance in Life Communication/organization Delegation of duties Airbus People Visualization in the hangars Problem of addiction Manager training Programme for trainees Q&A meetings for Executives Supervision “ Smoke-free in your mind”

13. Further Tools - The Ergonomic Register - Ergonomics serves to protect our employees’ health and creates a basis for developing human performance Strive for humane working conditions Help for practicable rehab measures Complements evaluation of functional capability Observation / search for solutions Documentation Page

14. Return-to-Work Programme - The idea: pilot project Early Rehabilitation - The pilot project Early Rehabilitation for Employees was created in 2002 “ Sickness leave over 6 weeks generally means that the employees are lost for aircraft production.” Prof. Bigos 1983/84 in order to prevent loss of productivity and afford successful occupational rehabilitation Page

15. Return-to-Work Programme - Who is involved in this project ? - Plant manager Rehabilitation centre Statutory pension funds Company health insurance fund Medical supervision of the health insurance funds Internal and external networking We cross-link, and employees can focus on their treatment Page Works Council Occupational safety Company doctor Human resources

16. Return-to-Work Programme - The contents: “Fit with Airbus” - Design workplaces at Airbus according to ergonomic Standards Use the Ergonomic Register to ensure that rehabilitation measures are geared to the workplace Documentation in the form of an Ergonomic Register containing photographs with ascertained weights and ascertained freedom of movement for the body and hands The therapist must be familiar with the workplaces at Airbus The rehab centre has the Ergonomic Register and confirms in writing that the information it contains will be treated as confidential Emphasis on employment and a positive attitude to performance Page

17. Return-to-Work Programme - Description of the process - Health management driven by Lean principles Page Corporate Social Responsibility and Return to Work

18. Return-to-Work Programme - Job matching - Job matching as a steering element = comparison of the workplace requirements with individual physical capabilities Initial and final diagnosis to steer interventions and assess the employee’s current performance potential Page

19. Return-to-Work Programme - Content of training - Page Interior furnishing of an aircraft, cargo compartment; the employee stands on “stringers” between the rails of the cargo loading system Work training at the rehab centre

20. Return-to-Work Programme - long-term results (2003-2005), doctoral thesis Dr. Föh (extract) - Evaluated : 79 male and female participants over the years 2003-2005 77 employees were re-integrated successfully in their old jobs Only two changed their jobs Sites of the symptoms 52% lumbar spine / 17% knee / 17% shoulder / 14% spine, unspecific All applications for rehab were made by Airbus company doctors Average time between application and start of rehab: 15.5 days Average length of incapacity for work at start of rehab: 48.8 days Average duration of rehab: 24.2 days 22% underwent additional re-integration Work on an hourly basis, accompanied by hours of further treatment - Average cost: 3,785 € per participant, paid by the statutory pension insurance fund Page

21. Contend Return-to-Work Programme - The three main benefits of the project - Lasting, approximately 30% reduction of absence due to illness after rehabilitation. A reduction from 50 days to 35 days of incapacity for work was achieved. The success was shown to continue in the following years 97 % of the participants were able to return to their old jobs Massive shortening of the time from the application for rehabilitation to the start of treatment to an average of 24 days through networking and persons to be contacted directly. This permits earlier integration at the workplace Page

22. Conclusions Medical health management in occupational medicine can be organized in networks and driven by Lean Management principles Leadership is still one of the most underestimated factors affecting the attendance rate A good personal relationship as a company with all stakeholders is one of the key drivers of success Page

23. Vielen Dank für Ihre Aufmerksamkeit! Thank you for your attention Merci pour votre attention ! Page

24. © AIRBUS DEUTSCHLAND GMBH . All rights reserved. Confidential and proprietary document. This document and all information contained herein is the sole property of AIRBUS DEUTSCHLAND GMBH . No intellectual property rights are granted by the delivery of this document or the disclosure of its content. This document shall not be reproduced or disclosed to a third party without the express written consent of AIRBUS DEUTSCHLAND GMBH . This document and its content shall not be used for any purpose other than that for which it is supplied. The statements made herein do not constitute an offer. They are based on the mentioned assumptions and are expressed in good faith. Where the supporting grounds for these statements are not shown, AIRBUS DEUTSCHLAND GMBH will be pleased to explain the basis thereof. AIRBUS, its logo, A300, A310, A318, A319, A320, A321, A330, A340, A350, A380, A400M are registered trademarks. Page

25. Development of the length of incapacity for work in relation to the duration of rehabilitation as a Box-Whisker Plot Page

26. Comparison of Costs Page Corporate Social Responsibility and Return to Work Sick days Overall cost to the economy due to absence 70 bn euros annually Sick days Cost to statutory health insurance system 6 bn euros annually Hospital Cost to statutory health insurance system 60 bn euros annually Workplace Cost to employer 300.- euros daily Instruction of new employees Cost to employer 60,000.- euros annually

27. Incapacity for Work - allocation, duration, numbers and costs - Page Corporate Social Responsibility and Return to Work