GROUPAMA / 2018 Registration document

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

and career guidance through communication about the Group’s training programmesand the Group’s business lines, development of professional inclusion and re-inclusion programmes, areas for professionalisationof employees, andthe associatedtools. The training policy is implemented by each company independently in order to take into account its specific circumstances (company project, activities, business lines, age pyramid, etc.). Based on this finding, the Group provides the companies with a community training catalogue, produced based on the needs expressedby the companies,particularlythrough the network of Training Managers, who meet two to three times per year. Overall, the training offer is geared towards developingoperational excellence, strengthening collective dynamics, and agility. It is increasinglyevolving towards a service-focusedapproach. Already in 2016, the Group’s training Department had selected 55 interesting MOOCs for career paths and digital to offer them to employees. In 2017, the Group launched a pilot of the “Mon Université” online training platform:a LearningManagementSystem (LMS) hosting all of Groupama’s training programmes, adapted to all profiles (employees,Managers,trainers, etc.). In 2018, all of the companies in France adopted it, and a new “responsive”version was launched. Goals of the LMS: to develop skills, facilitate the sharing of learning capital between the different companies of the Group, make practices more uniform, and support the Group’s digital transformation. Also noteworthy are all the actions around cultural adaptation to digital – through, for example, reverse mentoring, communication on the Group’s digital projects – cf. roadshows by the Digital Transformation team, a dedicated Intranet site – widespread deployment oftools such as smartphonesor tablets. Digital solutions around collaborativeplatforms for skills exchanges are understudy. In addition, employees are invited to add contacts at startups that they haveencounteredto a collaborative platform,Pousse-Me Up. With the development of digital, cyber-security training has become essential: In 2018, Groupama launched its “Everyone contributes to cyber-security”e-learningmodule for employees. Working well together A Group agreement relating to quality of life at work, applicable to all companies and employees of the Group in France, defines a common foundation for the Group’s companies in order to improve the quality of life at work and, as part of this, prevent, treat, eliminate and, otherwise, reduce, beyond the actions and measuresalready implementedwithin the Group’s companies,any problems related to psychosocial risks (PSR). These particularly include stress, harassment, and violence in the workplace as well as internal orexternal nuisances andparticularlypublic nuisances.

Keeping senior workers employed The Group’s companies continued their commitmentswith regard to keeping seniors employedby taking thefollowing actions: anticipate professional developments in relation to the ❯ management of ages by maintaining an equivalent number of seniors: designation of liaisons/mentors among senior employees; organise intergenerational cooperation: implementation of ❯ reverse mentoring incertain companies of theGroup; develop skills and qualificationsof seniors: training, second part ❯ of career interview; set up end-of-career strategies and transition between working ❯ and retirement: retirement preparation training. The purpose of these commitments is to motivate employees throughout their professional life, be clear on the Company’s key skills, and improve their working conditions. In a context of longer working lives, the Group encourages motivation in the second part of its employees’ careers and promotesa non-discriminatoryage management policy. An e-learningmodule on the theme of “non-discriminationtraining” (relating to the fight against discrimination in hiring) was launched at the end of 2018. On this subject, the companies have also developed training actions complementing these actions or adapted to theirspecificneeds. Employability and “working well together” (c) Employability over time is at the Heart of responsible HR management in order to prepare employees for the challenges of tomorrow and to foster their adaptability. In particular, it involves training as well as other forms of action, such as staffing missions, to allow employees to gain skills and abilities that are useful for their career developmentand for the Company. The perception of employability also contributes towell-beingat work. The final training data for 2018 will be available in May, after the data have been collected and fully consolidated,which will allow a market benchmark to be set. The initial estimates show the following trends: the number of trained employees is increasing (+5.8% in France, i.e. 93.4% of employees received training, and 103.4% among international employees), and the total number of training hours in France increased by 3.1% to 779,881 (141,250 hours outside France) thanks to the development of e-learning (8.2% in e-learningaccording to thetotal number of traininghours). In addition, the training investment in France is €35.4 million (1) , an increase of 2.2% from the previous year, related especially to the digitisation of training (proportionally increasing the number of trained employees). In particular, the training programmes in advising, the business lines, and management have the most participants, and the training in “emerging” risks is developing, such as cyber-risks or business aspects associated with societal changes (retirement,protection). As a reminder: Group agreement on professional training. Signed in 2016, this agreementhighlightsthe need to promote information

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Data not including OPCA payments. (1)

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REGISTRATION DOCUMENT 2018 - GROUPAMA ASSURANCES MUTUELLES