GROUPAMA / 2018 Registration document

4 CORPORATE SOCIAL RESPONSIBILITY (CSR) GROUPAMA’S 2018 EXTRA-FINANCIAL PERFORMANCE REVIEW An assistance and psychological support programme for employees, CELA,was set up afew years ago. The Group continued its actions to promote quality of life at work, in particular through communications on good practices and training to make better use of ICT or workstation ergonomics to prevent musculoskeletalproblems. For example, the Group’s companies have set up email usage charterswith numeroustips for employees.The goal is to reconcile the search for efficiency and good quality of the professional relationship. In 2018, the joint declaration on quality of life at work at the European level was bolstered with the topics of consideration of transformationsdue to digital technology, employee support, and work/lifebalance. Note that Groupama Assicurazioni(Italy), as well as the Romanian subsidiary Groupama Asigurari in 2018, obtained the international Top Employers certification. The certification process was also undertaken in 2018 for GroupamaAssurancesMutuelles,which, in turn, will becertified in 2019. PSR initiative and development of telecommuting In 2017, 22 companies performed an analysis, and four were in ❯ the process of doing so in 2018 (the final assessment of this aspect is compiled starting in April and presented to the social partners in September),resulting in a ratio of around 90% of the companies in France; Awareness actions were taken with approximately ❯ 7,000 employees and Managers on preventing psychosocial risks (PSR) through the “Everyonecontributesto quality of life at work” and “Managing quality of life at work: a shared responsibility” e-learning modules. A highlight in 2018 was the rise in telecommuting: as of 30 September 2018, 2,299 employees out of a workforce of 24,087 (Group), or 9.54%, were telecommuting,including 1,772 at the UES level and527 at theUDSG level. In 2018, the Committeefor Quality of Life at Work met three times to discuss topics related to new working methods, using concrete examples within theGroup. The meetings of the Committee for Quality of Life at Work made it possible to discuss: new workspacesand the Agile method; ❯ the development oftelecommutingin the Group; ❯ the annualassessmentof quality of life atwork in the Group. ❯ It should also be noted that a Joint Declarationwas signed at the European Works Council level, aimed at integrating change management into a period of transformation of business lines associated inparticularwith the rise ofdigital technologies.

Beyond the Quality of Life at Work Week, which is an opportunity for communication and awareness actions, actions around the message of “working well together” and employee mobilisation have grown significantly: actions promoting employee expression in various forms, through moments/places/meansof togetherness or sharing on projects (joint development of projects or innovations, meetings with the CEO, express surveys, coffee corner, collaborative spaces, collaborative intranets, widespread implementation ofFamily Days,the “Vision”initiative,etc.). The move to the Campus site (in Nanterre) started in autumn 2017 and continued in the first half of 2018. Particular care has been taken to welcome and comfort the employees. 2,500 employees (of Groupama Assurances Mutuelles and 7 subsidiaries) are present at the site. A total of 3,500 employees are expected to move there by 2021. This project marks the starting point of a new dynamic of collaborative work, fully taking into account the evolution of new technologies and changing work habits. The “Campus” community hosts largely company-wide activities, with events, challenges, thematic conferences, launch of a sharing platform for collective sporting or cultural moments (OuiSpoon), etc. Concierge services aredeveloping within the Group’scompanies. HR digitisation (electronic payslip, HR EDM, etc.) makes life easier for employees. Facilitating the intake and integration of newcomers is also key to well-being at work. The companies are developing special programmesthat also includemomentsof togethernessor escape games. The symmetry of attentions – satisfied employees/satisfied customers – is essential in our HR approach. Work/life balance and caregiver support Because being a family caregiver has an impact on professional life, the Group has put in place measures to help its employees reconcile their professionaland family life. The 2015 addendum (of the diversity Group agreement), which provides for support measures for employees who are caregivers, was supplemented with an information guide and a global counselling mechanism (CELA). The Group also supports National Caregiver Day. The absenteeismrate of 7.4% in 2018 (7.2% in France) is slightly lower than in 2017 (-0.6 pt). Sick days (54.7%of absenteeism)and parental leave absences (25.5%) decreased (-8.3 pt and -9.5 pt respectively).The rate of frequencyof accidentsat work decreased by 0.65 pt, and the severity rate increased slightly by 0.1 pt but accounted foronly 2% ofwork stoppages. The aspects of road safety training are addressed in section 4.2.2.6.of this document (Prevention).Road accidents are the leading cause of occupational accidents. The companies in France and abroadoffer awareness-raisingactivitiesfor employees, particularly during the National Road Safetyat WorkWeek.

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REGISTRATION DOCUMENT 2018 - GROUPAMA ASSURANCES MUTUELLES