GROUPAMA / 2018 Registration document

CORPORATE SOCIAL RESPONSIBILITY (CSR) GROUPAMA’S 2018 EXTRA-FINANCIAL PERFORMANCE REVIEW

Implementing extensive 4.2.2.5

continued deployment of telecommuting,which was initiated ■ in 2017; continued effortsto promotesharing, includingwith Directors; ■ an updated Group ethics system, with an overhauled ethics ■ charter, a separate code of conduct, and a new ethics whistleblowingright for employees. Employment (a) The total workforce (1) (29,100: 62% women and 38% men) decreased slightly in 2018 as it did 2017 (-177 compared with 2017, restated for the divestmentof GroupamaSeguros, or -0.5% in actual figures). Some of the Group’s companies continue to implement a decrease in recruitment and non-replacement of departures, focusing on internal career paths and continuous improvement ofskills. The internationalworkforce represents 17% of the total number of employees. Overall, the total number of recruitmentsincreasedto 4,626 (+387) across all types of contracts excludingmobility, transfers, seasonal fixed-termemployees,and work/studyparticipants.In 2018, 2,625 permanent employees joined the Group (an increase of 14.1% comparedwith 2017). There were 2,934 departuresby employees on a permanent contract(including redundancies). The average annual compensationin France increased to €38,809 in 2018 (€29,615 for non-executives; €52,703 for executives). Budgeted amounts are specifically dedicated to the reduction of gender-basedpay gaps in the Company. Diversity (b) As socially responsible employer, the Group and the companies conduct a very active policy of actions to promote diversity and prevention against discrimination. Since 2013, it has accompaniedits commitmentas a responsible employer with quantified three-year objectives, updated for 2016-2018(on the Groupscope only), in the areas of genderparity, employment of workers with disabilities, and work/study training. Updates on 2018 goals: Gender parity and proportion of women among executives and senior executives (Goals on the Group scope) 3-YEARTARGET:48%FEMALEEXECUTIVESIN 2018 The percentage of female executives continues to progress in France (47.9% in 2018 compared with 47.6% in 2017), but dropped very slightly worldwide (42.3% in 2018 compared with 42.6% in2017), or 47.4%worldwide (France and international). Regarding the number of female executives: an increase internationally(35.5% in 2018 versus 29.3% in 2017) and in France (22.5% in 2018 versus 21.5% in 2017), meaning 24.8% overall (France andinternational). Pursuant to the aforementionedagreement from 2008, the Group reaffirms its ambition to achieve a balanced representation of women andmen. 3-YEARTARGET:25%FEMALEEXECUTIVES IN THEGROUPOVERALLIN 2018

responsibility as an employer Aware of its responsibility as a major employer in the private sector, with a strong presence in the regions, the Group conducts social policies and many significant actions on the various HR aspects of CSR. Being part of today’s society (which requires diversified recruitment), the suitability of employee skills in a rapidly changing world, career development, quality of management, “working well together”, and maintaining a high social status are the major CSR challenges in thefield of humanresources. In order to better anticipatedevelopments,the Group supports the HR functions in understanding these issues and the means that could bedeployed,particularly throughdigital. The actions of the Group and the companies are carried out in keeping with a series of commitments.The Group has thus signed the followingcommitments: Across its entire scope of activity, in France and ❯ internationally in 2007, the UN Global Compact containing ten fundamental ■ principles, in particular on the defence of human rights and the fight against corruption; in 2013, a joint declaration on quality of life at work at the ■ European level, renewed in 2018 to take account of the impacts of digital technology. For its activities inFrance ❯ in 2007, the diversity charter developed by the Montaigne ■ Institute andseveral largecompanies; in 2010, the Parenthood charter of the Ministry of Labour, ■ Social Relations,Family andSolidarity; in 2015, the Business& Neighbourhoodscharter producedby ■ France’sMinistère de la Ville. The Group has signed a series of very comprehensiveframework agreements with the social partners: a Group agreement on diversity and equal opportunities in 2008 (expanded in 2011 and 2015), a Group agreement on quality of life at work in 2011 (expanded in 2014 and 2017), a Group agreementon professional training in 2016, and an agreement on support for elective and trade unionpathways in 2018. Significant events ❯ 2018 edition of the Group Opinion Survey, which highlights ■ the strong commitment of Group employees (rate of 76%; 78% of employees having participated in the Group Opinion Survey); increased number of formats for employee expression, for ■ example through participation in platforms or labs, and collaborative events; deployment of the new employer brand, which entered its ■ second phase in 2018 (highlighting the personalities of our true employees); overhauled integration processes, with digital tools, ■ challenges, welcomedays, etc.; digital innovations in training, such as the new mobile, agile, ■ digital versionof Mon Université;

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Workforceof the combinedscope strictly speaking,thereforeexcludingCIGAC, Cofintex6, PrésenceVerte, SDGAC,CentresCentaure,CapsAuto,SPSE, SPARA, (1) Vietnam,China – Group workforce: 29,555employees.

81 REGISTRATION DOCUMENT 2018 - GROUPAMA ASSURANCES MUTUELLES