BPCE - 2020 Universal Registration Document

NON-FINANCIAL PERFORMANCE STATEMENT

BEING A RESPONSIBLE GROUP IN ITS INTERNAL AND EXTERNAL PRACTICES

ABSENTEEISM DUE TO ILLNESS ACCORDING TO GENDER AND CATEGORY

2020

2019

2018

Women

Men

Total

Women

Men

Total

Women

Men

Total

Non-management

8.2% 5.1% 7.3% 5.5% 3.4% 4.8% 5.7% 3.4% 4.9% 4.0% 2.3% 3.1% 3.2% 1.9% 2.4% 3.3% 2.0% 2.5% 6.7% 3.4% 5.3% 4.7% 2.5% 3.7% 5.0% 2.6% 4.0%

Management

TOTAL

ABSENTEEISM DUE TO PANDEMIC-RELATED ILLNESS, ACCORDING TO GENDER AND CATEGORY

2020

Women

Men

Total 2.1% 0.5% 1.4%

Non-management

2.4% 0.7% 1.8%

1.5% 0.4% 0.8%

Management

TOTAL

Absenteeism among employees with permanent and fixed-term contracts as per Group Human Resources data.

Supporting transformations Human Impact Measurement (HIM) aims to identify the perception by employees of the effects of a transformation on their activity, to better take them into account and facilitate the transformation. This approach is particularly important in a context of crisis where organizational changes require employees to adapt. This is why Groupe BPCE wishes to spread this practice among companies, particularly through distance training workshops. In 2020, despite the context, four HIMwere carried out, three of which were entirely remote. This approach is now operational in 15 companies of the Group. The TEC 2020 strategic plan had set 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 top talents: developing the Group’s • employer image and turning employees into agents of change. ENSURING EQUALITY For Groupe BPCE, it is essential that each of its companies ensure that it acts fairly, reducing inequalities and developing an environment that respects the differences arising from each individual’s social identity (age, gender, ethnic group, etc.). Naturally, the Group has set targets and taken concrete steps to promote diversity ever since it was founded. In order to lead and manage this policy, the Group has had a diversity manager within the Group Human Resources department since 2015, who is also supported by a community of gender equality and diversity coordinators in each company. As a major illustration of its commitment to Diversity, in 2019 Groupe BPCE created its diversity footprint, enabling it to

make a precise and transparent assessment of the actions already undertaken but also the improvements to be pursued.

https://www.mixity.co/structure/groupe-bpce/public/ Our commitments focus on several major areas: Pursuing actions to promote gender equality

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. This aims to reinforce their identification and to pay particular attention to supporting female employees: female employees identified during the Potential Reviews and • relevant support to implement defined; gender parity in the Group’s career development programs; • individualized courses offered if necessary; • individual interviews during breakfast meetings organized by • “ Les Elles de BPCE” .

PERCENTAGE OF FEMALE COMPANY DIRECTORS

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

27.9 %

26.4 %

26.1 %

23.7 %

22.8 %

20.4

%

0% 10%

2015

2016

2017

2018

2019

2020

120

UNIVERSAL REGISTRATION DOCUMENT 2020 | GROUPE BPCE

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