BPCE - 2018 Registration document

2 NON-FINANCIAL PERFORMANCE REPORT Responsible internal practices

Developing the Group’s employer image In its TEC 2020 plan, Groupe BPCE has undertaken to develop the Group’s employer image in a bid to attract and retain talented individuals. Due to its multi-brand identity and the fact that the Groupe BPCE brand is not a trading name, the Group suffers from poor external brand awareness in relation to its peers. To address this issue, the Group began working in Q4 2018 to establish an employer brand platform that complements and is consistent with the existing brands. The objective of the Groupe BPCE employer brand will be to create a strong, structured, unique positioning likely to: attract priority targets; ● inspire employee engagement and retain the best talent by better ● meeting changing expectations and attitudes to work (employee/applicant experience). Optimizing sourcing In response to changing applicant tendencies and the impact of digital developments on sourcing activities, Groupe BPCE is implementing hiring practices drawing heavily from marketing methods, ( i.e. adapting the methods to the target audience). In addition to posting vacancies at https://recrutement.bpce.fr/and on job boards, we also use other sourcing methods to increase visibility among applicants and involve other players besides recruitment managers in the hiring process. The following initiatives have been established: in the fourth quarter of 2017, we began to completely overhaul the ● job website, https://recrutement.bpce.fr/with the aim of making it more user-friendly, clearer for applicants and easier to navigate. The information provided about our business lines, HR processes and commitments is now more detailed, and videos and tutorials are given prime position; an ambassadors program has been set up to showcase members of ● staff explaining their role and introducing their company. The ambassadors talk to applicants directly, without HR involvement, and answer questions about their jobs, working for the company, career paths, etc.; maintaining our presence on social media (LinkedIn, Twitter, ● Facebook, Snapchat, etc.); launch of a referral system allowing employees to recommend ● friends or professional connections. An employee referred to the company is a committed employee; introduction of job vacancy sponsoring in 2018. Some of our job ● offers fail to attract enough applicants because of a lack of visibility or because certain skills are in high demand. Sponsoring puts the spotlight on these offers. It was tested for the first time to recruit students on work-study contracts, and increased the number of applicants for each position; launch of inbound recruitment. Just like inbound marketing, ● inbound recruitment aims to generate quality leads. The lead in this case is the applicant and the branding is the employer brand. Inbound recruitment is effective because it reaches passive applicants, i.e. individuals who are not necessarily looking to be recruited. Today’s customers do a lot of research before buying a product. They compare products, read opinions and consult blogs either from home or directly in store on their smartphone. The same trend applies in the relationship between recruiters and applicants. Potential applicants will look online for information about a potential employer. The information they find on blogs, social media, or web reputation sites will influence their decision whether or not to join a Group company. New and improved hiring methods

specialized in these business functions was prepared for the event and distributed to the Group’s companies; the Group also entered into a partnership in 2017 with the UPTIH ● (trade union for independent workers with disabilities), and another with TIH-Business, a platform that matches independent workers with disabilities and companies created by the UPTIH to allow its members to find clients and develop their business. This partnership is helping to increase the indirect employment rate while promoting the selection of independent workers with disabilities. The Group will also be closely monitoring the legal and regulatory changes related to the Employment of Disabled Workers Obligation under the Pénicaud Act (promoting the freedom to choose one’s future career). EQUAL OPPORTUNITIES Groupe BPCE has worked with the Nos Quartiers ont des Talents (Our Neighborhoods Have Talent) association since 2010 to promote the employment of young graduates under the age of 30 who come from priority neighborhoods or disadvantaged social backgrounds and who have at least four years’ higher education. The Group takes various initiatives in this area: sitting on the association’s Board of Directors, gradually rolling out mentorship programs at regional companies, and holding internal events to encourage new mentors to get involved, etc. Since 2011, a total of 384 sponsors have mentored 1,251 young people, with more than 544 having signed a permanent or fixed-term employment contract of more than 6 months. Following the “Equal opportunities for all at French companies” meeting held at the Elysée Palace on July 17, 2018, Groupe BPCE decided to take part in the nationwide plan to support disadvantaged neighborhoods and in the PaQte agreement between the government and corporations. As a result, four priority initiatives will be rolled out in the coming months: raising awareness of working life among young people through ● internships and school presentations by employees; facilitating access to apprenticeships to allow young people from ● disadvantaged neighborhoods to enter employment and to diversify the Group’s talent pool; promoting non-discriminatory hiring methods; ● developing purchases from suppliers located in neighborhoods ● identified as priority areas in urban policy. Making our Group attractive to applicants: a strong employer promise Groupe BPCE is now a model employer not only in the banking sector but also among all French companies. Although the volume of permanent-contract hires has fallen over the past three years, Groupe BPCE recruited over 5,600 people under permanent contracts in 2018, playing an important role in offering jobs to young graduates from different backgrounds (business schools, universities, apprentice training centers, elite universities, etc.). Including employees hired under fixed-term contracts (8,430), over 14,000 people signed an employment contract with the Group in 2018. To enhance our positioning as a model employer and to achieve the ambitions of the TEC 2020 plan, our priorities are to boost our employer image, review our hiring methods and step up our efforts to facilitate internal promotions.

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Registration document 2018