BPCE - 2018 Registration document

2 NON-FINANCIAL PERFORMANCE REPORT Responsible internal practices

In the interest of fostering negotiations on gender equality at the level of the Banque Populaire and Caisse d’Epargne employee representative networks, the Group included this topic on the agenda for discussion. For the Banque Populaire banks, the negotiations led to the signing of a gender equality agreement by the CFDT, CFTC, CGT, SNB-CGC and UNSA labor unions (representing 100% of employee representatives) on June 29, 2017. For the Caisses d’Epargne, a gender equality agreement was signed on June 25, 2018 by the CFDT, FO and CGC unions (representing 48% of employee representatives). In line with the objectives set in the TEC 2020 strategic plan, the signatories to these agreement reaffirmed their joint commitment to working to promote gender equality across the Banque Populaire and Caisse d’Epargne networks. By firmly stating their commitments in this area, they wish to respect and develop equal opportunities and equality between men and women. All parties acknowledge that employee diversity at all levels of the Group fosters a complementary, balanced approach and delivers economic performance. These agreements establish a reference framework for companies in the two networks. They provide support for the networks in their internal negotiations and allow for concrete action to promote gender equality. Organization of social dialog at the Groupe BPCE level Dialog with employee representatives at the Groupe BPCE level is conducted through two bodies: the Group Committee, a forum for information, discussion and ● dialog, which met twice in 2018. The topics addressed included the economic situation and the financial and social audit of the Group’s financial statements, prepared in advance by the economic and employment/training committees; the Strategic Planning Committee, provided for by the SWP ● agreement of December 22, 2017, which met three times in 2018. Key items on the agenda included the presentation of strategic labor issues and concerns for Groupe BPCE. Collective bargaining agreements Most of the collective bargaining agreements are the result of negotiations conducted locally with the Group’s companies. The agreements signed in 2018 covered gender equality, mandatory annual negotiations and specific provisions on employee absence. OCCUPATIONAL HEALTH AND SAFETY Improving quality of life in the workplace All Group companies have systems in place to address psychosocial risks. These systems address voluntary treatment of psychosocial risks (PSR): measuring risks (questionnaires, surveys), identifying vulnerable populations (monitoring and alert system), raising awareness among managers, and helping any employees struggling with problems (counseling and psychological support group). Groupe BPCE promotes a workplace quality of life policy to move beyond simple risk prevention and foster long-term employee engagement.

In 2018, the Group’s companies continued and expanded their efforts to improve quality of life in the workplace, arising from the agreements signed in 2016, focusing in particular the work-life balance, the right to disconnect after hours, telecommuting and transformations caused by digital solutions. The aim of the Group’s approach to quality of life in the workplace is to strengthen the appeal of the Group’s businesses and increase the engagement, professional motivation and loyalty of all employees, while also reducing stress at work and lowering absenteeism. Groupe BPCE’s Human Resources division works with all Group companies to constantly improve the quality of working conditions by coordinating and sharing best practices, particularly via the network of occupational quality-of-life officers and implementation of measures to help people cope with change. As of 2018, 14 Groupe BPCE companies had signed the Cancer@work Charter, underscoring their commitment to implement concrete initiatives to promote the integration and continued employment of people directly or indirectly affected by cancer or another chronic illness. Two guides are available within the Group to answer any questions employees and managers might have when dealing with cancer or a chronic illness. Another guide was published in 2018 for employees caring for sick relatives. Occupational health and safety conditions At Groupe BPCE Group, policies and budgets relating to health and safety conditions fall within the remit of each of the entities and the CHSCTs (Health, Safety and Working Conditions Committees) established with employee representatives. In addition to investing in specific programs to improve occupational health and safety, Group companies also implement more traditional monitoring and prevention programs. The average number of meetings with CHSCTs has been significant in recent years, demonstrating the desire to build a lasting, constructive social dialog with the help of these committees. Workplace accidents Although consolidated 2018 data are not yet available, the average number of workplace and commuting accidents increased slightly in 2017. Given the nature of the Group’s businesses and the fact that the majority of the accidents take place during commutes, the Group has not established specific mechanisms for monitoring the average rate of severity. However, all Group companies have a CHSCT that oversees occupational health, safety and working conditions, which is primarily responsible for protecting the health and safety of employees. Each of these committees oversees the improvement of safety and workplace conditions as well as compliance with applicable legal and regulatory provisions. ABSENTEEISM The most recent evaluation of overall absenteeism (including p maternity/paternity leave, illness, family events and other reasons) is close to 7%. Absenteeism is higher among women than men, mainly due to maternity leave. This difference has a considerable impact on the Group, as it employs more women than men.


Registration document 2018

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