BPCE - 2018 Registration document

NON-FINANCIAL PERFORMANCE REPORT Responsible internal practices

skills development: the number of employees over the age of 55 ● who received training is at least equal to their share of the total headcount when the agreement was signed (18.1%), while employees over 45 are given priority access to professional training schemes; end-of-career adjustments: in some cases, employees over 58 can ● request a career review, receive guidance on preparing for retirement or opt for part-time hours or end-of-career leave. Other provisions are in place to facilitate the transition between employment and retirement for employees over the age of 58 whose jobs are likely to undergo major changes or call for significant skills adjustments (payment for outstanding periods of employment required to be eligible for retirement, increase in retirement bonuses, etc.). In addition to agreements and action plans, with women representing over 56% of its permanent staff, Groupe BPCE is now aiming for a more equitable gender balance among the various business lines and levels of management. In 2016 and 2017, 33 Groupe BPCE companies undertook a diversity certification process and 32 had obtained this certification by the last quarter of 2017. In 2018, 7 companies were successful in the intermediate audit performed 18 months after the certification is awarded. These intermediate audits will continue throughout 2019. To bolster the agreements and action plans at each Group company, two gender equality agreements were signed in June 2018 – one for the Banque Populaire banks and one for the Caisses d’Epargne. These agreements establish a framework for companies in both networks. They provide support for the networks in their internal negotiations and allow for concrete action to foster gender equality, in particular: provisions covering maternity leave, paternity leave and parenting, ● with an undertaking to maintain employee pay during paternity leave (11 days); a provision for professional training, with the goal of achieving a ● rate of 50% of women in the Group’s management programs by the end of 2020; an undertaking to provide documentation to all managers and staff ● addressing gender stereotypes and respect for personal integrity (moral and sexual harassment). To accelerate progress in terms of gender equality at all levels in the main business lines, undertakings have been made and action taken in the following areas: recruitment, training, promotions, pay, the work-life balance and awareness raising. Women’s networks also help enhance professional equality. In 2017, 24 Groupe BPCE companies took part for the third time in the Financi’Elles survey measuring the sentiment of male and female executives concerning diversity and professional equality. From January 23 to February 10, 2017, nearly 100,000 managers from six banking groups took part in the survey, conducted in conjunction with Institut CSA. OBJECTIVES FOR GENDER EQUALITY IN THE WORKPLACE:

For Groupe BPCE, the response rate was 32% (6,041 out of 19,028 executives) at the final date of the survey, i.e. 8.4 points above the overall sector rate. The results were presented at a conference organized by Financi’Elles in June 2017. Recruitment Each company tries to review at least one application from each gender in the final recruitment phase. Recruitment processes are based entirely on skills (contracts with recruitment firms stipulate this requirement). Creation of women’s networks Created in 2012, the Groupe BPCE women’s network (“ Les Elles de BPCE , or The Women of BPCE) currently has a membership of over 400 women and 29 local networks, subsequent to mergers of Group companies. In line with the HR policy promoting gender equality, these networks are valuable forums for discussion and mutual assistance. The creation of the Les Elles de BPCE blog in 2016 brought the networks together in a shared platform, while promoting the network’s actions and sharing internal and external expertise. More than 20,000 visits have been logged since the blog was created. In 2017, the Group continued the mentoring sessions organized by Les Elles de BPCE , at which women can meet with a representative of the Group Executive Management Committee and speak with the Company Directors Management team. The training program and data collection on female employees holding directorships were also continued. In 2018, this training program was supplemented by a wage negotiation webinar. In view of the success of the first two sessions, the webinar will be offered again in 2019. In October 2018, the network invited all its members to a one-day seminar held at the Centre Beaubourg’s Forum des Images in Paris. The seminar was attended by the Group’s company directors and provided an opportunity to review the key initiatives organized by the Les Elles de BPCE network, to discuss women in IT and digital careers and to talk about gender equality in society and women in cinema, in the presence of actress and film director Tonie Marshall. A STRONG COMMITMENT TO PERSONS WITH DISABILITIES In 2018, Groupe BPCE continued to support the employment of persons with disabilities in accordance with the agreements signed with the Banque Populaire and Caisse d’Epargne employee representative networks, which were renewed for the 2017-2019 period. It is the leading bank in terms of its overall rate of employment of persons with disabilities. Groupe BPCE notably developed initiatives designed to encourage direct and indirect employment: sourcing initiatives to help companies with their recruitment ● (participation in the TalentHandicap and Handi2days job fairs). In October, the Group was also present on social media such as Talentéo and handicap.fr; involving all the business functions in the organization of three ● regional PHARE (responsible procurement and disabilities) symposiums aimed at identifying and selecting regional service providers capable of meeting company requirements. A fourth symposium was held in Ile-de-France on June 6, 2018. A directory of EAs (companies offering disability-friendly work environments) promoting the professional integration of disabled persons, and ESATs (establishments offering employment to disabled persons with special needs and unable to work in an ordinary setting)

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Registration document 2018