BPCE - 2019 Universal Registration Document

RESPONSIBLE INTERNAL AND EXTERNAL PRACTICES NON-FINANCIAL PERFORMANCE REPORT

HEADCOUNT OUTSIDE OF FRANCE

Other subsidiaries

Natixis

Total

Number

Number

Number

%

Europe

3,878 3,369 1,319 1,216 9,782

334

4,212 3,369 1,997 2,055

36% 29% 17% 18%

North & South America

Africa

678 839

Asia

GROUP TOTAL

1,851

11,633

100%

2

Permanent and fixed-term staff, excl. work-study contracts at December 31.

The TEC 2020 strategic plan sets targets intended to meet growth ambitions and challenges, and achieve the corresponding transformations in all of our business lines. The HR commitments set out in the TEC 2020 plan focus on three key areas: ensuring equality: developing gender equality, promoting • diversity; developing employee value: fostering skills development and • enhancing career paths with mobility; attracting and retaining the best talents: developing the • Group’s employer image, improving the quality of life in the workplace and empowering employees to drive change.

Asia 18 %

Europe 36 %

Africa 17 %

North & South America 29 %

ENSURING EQUALITY PROMOTING GENDER EQUALITY AND DIVERSITY

PERCENTAGE OF FEMALE COMPANY DIRECTORS

For Groupe BPCE, it is essential that each of its companies ensures that it acts fairly, reducing inequalities and developing an environment that respects the differences arising from each individual’s social identity (age, gender, origin, ethnic group, etc.). Naturally, the Group has set targets and taken concrete steps to promote diversity ever since it was founded. The Group Human Resources division has had a Head of Diversity since 2015. In the 2018-2020 Strategic Workforce Planning agreement, the Group set objectives in three priority areas: gender equality, the employment of persons with disabilities and equal opportunities. Increasing the number of female company directors This ambition involves stepping up efforts to identify and support women with the potential to hold senior management positions. To that end, more will be done to identify, accompany and develop potential candidates based on the following principles: female employees identified during Individual Potential • Reviews are interviewed by the Company Director Talent division (Direction de la Gestion des Dirigeants, or GDD); gender parity in the Group’s career development programs; • personalized career paths can also be proposed; • individual interviews are available during breakfast meetings • organized by “Les Elles de BPCE” in-house women’s network; for each senior management vacancy, the Company Director • Talent division proposes one or more female candidates.

20% 30% 40% 50% 60% 70% 80% 90% 100%

26.4 %

26.1 %

23.7 %

22.80 %

20.4

%

0% 10%

2015

2016

2017

2018

2019

Increasing the number of female executives Groupe BPCE has been committed to gender equality ever since it was founded in 2009. At end-2019, over 57% of all Group employees were women. The number of women executives has always been an important indicator for the Group. The number of women executives has increased from 36.2% in 2010 to 43.7% at the end of 2019, representing a very sharp rise of 7.5 basis points. The Group HR department is working with all Group companies to promote gender equality policies. It provides staff, middle management and senior management teams with tools to raise awareness. At the same time, the Group HR department is helping companies complete the intermediate audit for their professional gender equality certification (18 months after first being certified). To date, seven companies have had their

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UNIVERSAL REGISTRATION DOCUMENT 2019 | GROUPE BPCE