GROUPAMA / 2018 Registration document

4 CORPORATE SOCIAL RESPONSIBILITY (CSR) GROUPAMA’S 2018 EXTRA-FINANCIAL PERFORMANCE REVIEW In December 2015, a new tool called the datahub was implemented to securely collect individual information for small French structures and internationalsubsidiaries.Each quarter they submit their file of data, which are formatted and verified in real time (when uploaded to the datahub), to comply with the existing management rules in SIPGRH. Once all verifications have been completed, the companies use the connection to send the file to the Group HR department, which transfers it to ADP after validation for loading into SIPGRH along with the other monthly files. The data from all companies are available in a single environment, SIPGRH, and the Group HR Department can use a single tool to work with reliable, standardised data for the entire Group (or almost, as Asia is notinvolved). It should be noted that around only twenty individualpieces of data are now taken into account for these companies:these are mainly contractual data particularly formonitoring staff andmovements. However, certain data or populations (disabilities, representatives/multi-line agents, temporary workers, etc.) are not systematically present in the infocentre. In such cases, the corresponding indicatorsare requestedfrom the companiesthrough an Excel templatesent by email as the end of the year. The same is true for consolidatedindicators,such as the numberof work-related accidentsand thoserelatedto training. A single Excel template is now sent to the various contributors for the indicatorscorresponding to: number of representativesand multi-line agents by gender and ❯ workplace (inside oroutside the Paris region); entries and exits of representativesand multi-line agents during ❯ the year; number of temporary worker days and amounts paid to ❯ temporary employment agencies; DADS grosspayroll; ❯ volume ofemployercontributions; ❯ theoretical workweek durationand number of overtimehours; ❯ number ofemployees working atypical hours; ❯ number of agreements signed during the year and theme of ❯ these agreements; number of days of absence by reason (only for companies that ❯ send data via the datahub); number of employeeswith disabilitiesas of 31 Decemberas well ❯ as the ID numbers of the employee concerned and their education level; number of employeeswith disabilitiesrecruitedon permanentor ❯ fixed-term contracts as well as the number of employees concernedand their education level; number of promotions (only for companies that send data via ❯ the datahub); number ofoccupational illnesses reported during the year; ❯ number of workplace/commutingaccidents with and without a ❯ work stoppage.

Concerning the professional training indicators and for the companies within the scope of management of the CAPEDIA communitytraining tool, and now the LMS tool (graduallydeployed with the Group companies), they are determined centrally by Group Training sector. For other French companies and International companies, they are included in the Excel templates. These three indicatorsare as follows: employees trained bygender andby category; ❯ training hoursby genderand by category; ❯ costs of training. ❯ These measures make it possible to reduce the burden on companies and the Group HR Department, reduce lead times, and, above all, make information more reliable, given that the processing is centralised. With regard to the process of collecting environmental and social data, the CSR data collection process is improved each year, particularly by reinforcing the degree of precision required from employees upstream (specify the method of estimation or extrapolation used if such is the case, sending of attachments – invoices, meter readings, information received by service providers or suppliers in particular – supporting the reported results) and by refining the criteria for whether values are taken into account during the consolidation downstream (see paragraph – Data Consolidation and Publication), which improves the reliability of thepublisheddata. In addition, improvements have been made on the basis of recommendations preparedby the statutoryauditors: prevention: a working group of different reporting contributors ❯ helpedto changethe formulationand the definitionof the indicator on preventionmissionsexternally,in orderto simplifythe reporting of databy the entities; philanthropy: the definition of philanthropy excluding rare ❯ diseases wasclarified to refine thescope of theindicator. Reference source and definitions of indicators The indicators collected and published in the CSR section of the management report were developed in accordance with Article R. 225-105-1of the Commercial Code and consistent with the guidelines ofGroupama’sCSR strategy. A Group Reporting Reference Standard in effect since fiscal year 2010 is updated each year. It clarifies the rules for collection, explains the operation of the software, and specifies in particular the scopetaken into account. The list of collected environmental indicators as well as the methods for calculating these indicators are defined in a glossary of definitions updated each year. The methods for calculatingCO 2 emissions are also defined in this Reference Sources and carried out subsequently by the CSR and Internal Communication Department. The emission factors used come from the ADEME carbon databaseand are updatedeach year. The collection of societal indicators is also based on a glossary of definitionsupdated for each reportingperiod and made availableto employees before each new reporting campaign.

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REGISTRATION DOCUMENT 2018 - GROUPAMA ASSURANCES MUTUELLES