GROUPAMA / 2018 Registration document

OVERVIEW OF THE GROUP HUMAN RESOURCES

A major version upgrade of the LMS (Learning Management System) platformwas deployed for all of the companiesat the end of the first half of 2018 in order to be able to use the latest technologies available on the training market, but also to be equippedwith ResponsiveDesign technologyfor accessibilityfrom all types of devices: PCs, tablets, and smartphones. For the Group’s 28 companies, “Mon Université” hosts the entire training production chain: from collecting training needs to evaluating training as well as the reporting and managementtools necessary for the activity. Convinced that the successful implementation of its strategy primarilydependson a strong commitmentfrom its employees,the Group has measured this commitment by conducting a Group Opinion Survey every two years for the past 10 years. With a massive participation of 78%, 21,000 Group employees responded to thesixth edition conductedin April 2018. Representing a sharp improvement compared with 2016, the results of this survey highlight the strong employee commitment (76%, +3 points, the highest level ever achieved), as well as the significant increase in their support for the Group’s strategic policies (66%, +11 points) and their confidencein the future of their company (74%, +6 points). The Group’s employees also indicate that they are happy within their everyday work (84%, +8 points) and recognise that their Manager provides them with the support needed to succeed. Nevertheless, they express the desire for a less compartmentalised organisation, which allows them to be more involved in the transformations underway within the Group and its companies. To give meaning and strengthen knowledge of the Group’s strategic policies and support for operational issues (five 2020 podiums),the Vision programmewas launchedwith a day bringing together 1,000 Directorsin March 2017,then extendedby a series of nine 2018 Groupama Vision seminars, conducted in an Innovathonformat. The major goal of these seminars was to gain support for a common managerial culture by promoting the initiatives, results, and successes achieved in the companies and by appropriating new ways of working and managing in direct contact with daily developments. In 2018, deployment of the Campus project continued with the relocation of some 2,200 employees of Gan Patrimoine, Gan Prévoyance, Groupama-Gan Vie, Groupama Épargne Salariale, Gan Assurances,and GroupamaAssurancesMutuelles. By the beginning of 2021, more than 3,500 employees from 10 companies will work in a set of six buildings in the La Défense district ofNanterre to deviseand generatenew ways ofworking. Priority is given to well-being at work and work/life balance by providing modern, digitised resources in work spaces promoting better knowledge of each other, cross-functionality, and collaboration. Among the major innovations of 2018 was the creation of a new digitised workspaceon smartphonesto allow all

employees to clock on/off, access information to facilitate their daily life on the Campus, book meeting rooms, print, report an incident, schedulean appointment, or register for an event. Furthermore, 95 future Managers, selected by the Technical Careers Committee, participated in the “Directors Leadership” programme toprepare them forholding strategic positions. In order to identify and build the loyalty of the talent necessary to the Group and its companies, the “GroupamaTalents” application is gradually being rolled out to all categories of employees. Groupama Assurances Mutuelles and 18 subsidiaries of the consolidated scope have deployed it with more than 9,100 employees. Staff reviewshave been conductedin each company. With respect to the collective wages policy, profit-sharing measuresare in place in all Group companies in France. Payments of more than €17,470,341 (9,199 beneficiaries) and €3,974,221 (1,410 beneficiaries) respectively were made in 2018. In France, the consolidatedcompanies are principally regulated by the Collective Insurance Companies Agreement (covering 88% of employees), with the other companies regulated by agreements covering their own business lines (banking, support, etc.). Contractual provisions are supplemented by inter-company or company agreements, especially with regard to the organisation and duration of work as well as pension and protection insurance schemes. At the Group level, industrial dialogue is managed in France within the Group Committee and the Industrial Dialogue Commission (a negotiating body) and at European level within the European Works Council. The Macron reforms of 25 September and 21 December 2017 merged the employee representative bodies existing in the company (staff representation, works council, and health, safety, and working conditions committee) into a single body –  the social and economic committee (CSE) – according to a staggered schedule. In 2018, a majority of the Group’s companies began their negotiations to set up this body in 2019 or no later than 1 January 2020, asrequired by thenew laws. To support this process, by an agreement entered into at the Group level on 6 July 2018, the Group set up a system for the career paths of employees who have staff and/or trade union representation mandates. This open-ended agreement is structured around three careers stages: entry into the mandate, exercise of the mandate, and end of the mandate/career development. 2018 enabled the Group companies to implement the December 2017amendmentto the Group agreementon Quality of Life at Work. The agreement now incorporates measures to guarantee a balance for each employeebetween the time devoted to professionallife and private life, in particular through information, awareness-raising,or training measures promoting the exercise of the right to disconnect, witha duty of non-solicitation.

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13 REGISTRATION DOCUMENT 2018 - GROUPAMA ASSURANCES MUTUELLES