BPCE - 2020 Universal Registration Document

NON-FINANCIAL PERFORMANCE STATEMENT

BEING A RESPONSIBLE GROUP IN ITS INTERNAL AND EXTERNAL PRACTICES

INCREASING THE NUMBER OF FEMALE EXECUTIVES At end-2020, 57.1% 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 increased from 36.2% in 2010 to 44.5% at the end of 2020, representing a very sharp rise of 8.3 basis points. https://groupebpce.com/toute-l-actualite/actualites/2020/mixite -dans-le-groupe-bpce-ou-en-sommes-nous-en-2020

Lastly, because a respectful environment between men and women is also essential for better gender balance, we have appointed and trained CSE HR & Harassment officers in each institution and provided companies with an awareness-raising questionnaire on sexism, so that each employee can anonymously question their own stereotypes and test their sensitivity to sexism in the company. WOMEN’S NETWORKS, MAJOR PLAYERS IN PROMOTING GENDER EQUALITY Created in 2012, the women’s network of Groupe BPCE ( “Les Elles de BPCE,” or “The Women of BPCE”) currently has a membership of over 430 women and 30 local networks. In line with the HR policy promoting gender equality, these networks are valuable forums for discussion and mutual assistance. In particular, they offer training sessions, mentoring, workshops and training modules. Among the recent initiatives proposed by the network, the partnership with the Capital Filles association enables Group employees to support young girls in their highschool final year in rural areas or priority neighborhoods. https://www.lesellesdebpce.fr/ Supporting employees with disabilities As part of their commitment to diversity and the promotion of equal opportunities, companies of Groupe BPCE have implemented a policy to promote the social and professional integration of people with disabilities since 2006. It is based on clear commitments,enshrined in group, employee representative networks or company agreements (the Banque Populaire and Caisse d’Epargne employee representative networks, BPCE community, Natixis, etc.) in accordance with the legal provisions provided for under the French obligation to employ workers with disabilities (OETH) and more generally the law of 2005. In 2019, Groupe BPCE renewed its commitment to employing people with disabilities through the signing of four agreements for the period from 2020 to 2022. For the most part, they are in line with previous agreementsand reflect the desire of stakeholders to consolidate and expand the disability policy in the following areas: recruiting and integrating people with disabilities; • maintaining employees with disabilities in employment • through training, career development and taking into account the need to accommodate their disability; supporting the change of attitude for better inclusion and • quality of life at work for employees with disabilities; supporting people with disabilities working in the protected • and adapted work sector through a proactive procurement policy. These agreementswere concluded in a particular context as the law for the freedom to choose one’s professional future, known as the “PénicaudAct,” has profoundlymodified the obligation to employ disabled workers. Among the changes that impact the situation of companies, we note: removal from the calculation of the employment rate of • beneficiary units linked to collaboration with adapted and protected structures. The purchase of products or services from Adapted Companies (EA), Service and Work Assistance Establishments (ESAT) or Disabled Self-Employed (TIH) therefore no longer contribute to the increase in the employment rate;

PERCENTAGE OF WOMEN EXECUTIVES

2

Men 55.5 %

Women 44.5 %

A GENDER EQUALITY POLICY THAT IS PART OF A CONTINUOUS IMPROVEMENT APPROACH AND STRIVES TO SPREAD A CULTURE OF GENDER EQUALITY IN ALL OUR ESTABLISHMENTS To bolster the agreements and action plans in place at each company in the Group, two gender equality agreements were signed in June 2018 – one for the Banques Populaires 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 actions to promote gender equality. The renewal of the Professional Equality Label, which is now obtained for four years after an on-site audit, and an interview with a joint committee is undeniable proof of the companies’ continuous improvement approach. To date, eight companies have been awarded the professional equality label, and a dozen others are involved in the process. This certification meets the requirements set out in the specifications and expert opinion. A methodology for detecting pay gaps between women and men is carried out in each company with the aim of reducing gaps and harmonizing salaries upon hiring, particularly in the highest categories. This approach is reflected in an equal pay index of 91/100 on March 1, 2020 for Groupe BPCE (compared to 83/100 in 2019). The Group HR department is continuing to support all of the Group’s companies in promoting gender diversity policies through awareness-raising tools available to managers, employees and management teams: Gender Equality Guide, Co-Parenting Guide, awareness-raising videos, quizzes, etc. http://newsrse.fr/guide-2020-egalite-mixite-diversite-des-entre- prises-a-limage-de-la-societe/

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UNIVERSAL REGISTRATION DOCUMENT 2020 | GROUPE BPCE