Amundi - Corporate Social Responsibility Report 2016

Economic, social and environmental information Make individual and collective development central to our responsibility as an employer

Employees by gender and job classification (France)

31/12/2014

31/12/2015

31/12/2016

% Female managers % Male managers

43.1 56.9 74.0 26.0

42.8 57.2 75.3 24.7

42.5 57.5 75.0 25.0

% Female, non-manager % Male, non-manager

Disability In 2016, Amundi took pro-active initiatives to hire people with disabilities. Amundi had set the objective of hiring a further 24 disabled employees, all types of contracts included (permanent, fixed-term, work-study and internships) over the term of the triennial disability

agreement for 2014, 2015 and 2016. In 2016, ten people were hired, including two permanent, to add to the 19 hires made in 2015 and 2014. As of 31 December 2016, Amundi had 67 employees with disabilities in France.

Change in the employment rate of people with disabilities (1) (France)

31/12/2011 31/12/2012 31/12/2013 31/12/2014 31/12/2015

31/12/2016

1.47% 2.13% 2.50% 3.15% 3.31% 3.86%

(1) Legal employment rate (AGEFIPH).

COMPENSATION

Intergenerational contract The preceding agreement expired on 31 December 2016 and a new agreement was renegotiated and became effective on 1 January 2017. Along the same lines as the previous agreement, the “Intergenerational contract” has a three-fold objective: p to promote the employment of young people, in particular through a programme to recruit recent graduates; p to retain seniors, while at the same time facilitating the transition towards retirement during the years preceding departure. Accordingly, a plan was put in place to permit employees to leave the Company two years before retirement to develop a charitable or family assistance project; p to promote the transmission of knowledge and skills from one generation to the next. Under the intergenerational contract and among other commitments to young and senior workers, Amundi agreed that during the term of the agreement, permanent hires younger than 34 would make up 40% of total hires and the fraction of employees older than 55 would be greater than 10% of the workforce. As of 31 December 2016, the percentage of new hires under 34 years of age (France and international) was 52%, and the employment rate of employees older than 55 was 11.6%. To achieve the objective of transferring and sustaining skills within the Company, Amundi has ensured that the skills, knowledge and know- how of employees are capitalised upon at the end of their careers by creating the new position of “Senior Advisor”. This objective of skills retention will be combined with the second complementary objective of providing recognition for departing employees who will ensure the proper transmission of their knowledge through this Senior Advisor position.

Amundi’s compensation policy is based on three principles that combine individual and collective performance. It takes into account the economic environment, competitiveness and the labour market. As these considerations may differ from one country to the next, Amundi adapts its compensation policy to local situations and realities. The components of Amundi’s compensation system are as follows: fixed compensation, a bonus decided by the manager, reflecting the contribution to overall performance, and Collective Variable Compensation (CVC) that links employees to company earnings through profit-sharing and incentive schemes. p Fixed compensation is commensurate with the roles, responsibilities and ongoing achievements of the position held. This base salary may be increased with the acquisition of new responsibilities and improvement in job performance, assessed each year by the employee’s manager during an annual assessment. At the same time, Amundi monitors market data in order to ensure that its compensation structure remains consistent with market practices and more specifically with the practices of other asset management companies. p Individual variable compensation (bonus) rewards an employee’s contribution to Amundi’s performance and is based on both individual and collective factors. Since 2008, Amundi has had a deferred bonus plan to align compensation with the Company’s long-term performance and to strengthen its efforts to retain the best people. This plan was subsequently modified in light of various regulatory requirements. The deferred portion, which can amount to as much as 60% of variable compensation, is spread over three years. It is definitively acquired after meeting certain criteria related to performance, continued employment and refraining from excessive risk.

26 AMUNDI - 2016 Corporate social responsability report