GROUPAMA / 2019 Universal Registration Document

4 CORPORATE SOCIAL RESPONSIBILITY (CSR) Declaration of Extra-financial Performance

Performance indicator ● Group absenteeism rate (France + international): 7.3% (7.4% in 2018). The issue of diversity and equality, namely (c) non-discrimination Preventing the risk of discrimination is an ongoing objective that requires our Group to have processesin place to eliminateany risk in this area. Several types of discrimination can occur: hiring, selectionof candidates,and in careermanagementas well, such as during a mobility process. There are nearly 30 discrimination criteria. This is a significant risk and a very sensitive subject in today’s society; Groupama is particularlyattentive to it  (1) . In addition to by the processes, the occurrence of this risk is mitigated in an underlying way by our characteristic as a caring employer with strong regional roots, allowing us to be attentive to the developmentsand aspirations of various social groups. In particular, the Group has set up a training course (“recruiting without discriminating” e-learning) and dedicated functions – a Diversity/Disabilities contact person is appointed in each company – aimed at deploying prevention policies designed to eliminate or greatly reduce these risks. The goal is to demonstrate, through these procedures, our exemplary nature (such as in recruitment processes, with mandatory training for managers and recruitment officers/managers) and our commitment to the integration of allskills. The Group has signed the charter on diversity and negotiated for several decades in proactiveagreementsfor the inclusionof people with disabilities, but has also incorporated into its agreements (in particular, the agreement on Diversity and Equal Opportunities) measures on in-company parenting, measures on intergenerationality,measuresto promotegender equality(including mentoring), measures on the management of the career paths of employees who serve as staff and/or trade union representatives, or measures tosupport employees whohelp familymembers. Negotiations began in 2019 on the review of the agreement on Diversity and Equal Opportunitiesat the Group level in connection with existingagreements or action plans (UDSG and UESplans). Note: with the change in accounting –more restrictive starting in 2020 – of the employment of people with disabilities (TH), we will need toreinforce ourTH recruitment/recognition policy. Performance indicator ● Equality: rate of female executives/numberof executives: 48% (47.4% ● in 2018); rate of female senior executives/numberof senior executives: ● 25.2% (24.8% in 2018).

Additional diversity indicators ● 879 work/study trainees, rate of conversion of work/study ● trainees to fixed-termor permanent contracts: 29.6% (29.9% in 2018); 1,044 employeeswith disabilities,or 3.6% of the total number ● of permanent contract employees (4.2% in France; 4.3% in 2018). The issue of respect for employees (d) The aim is to prevent the risk of serious violations of human rights and harm to human health and safety. Given our humanistic culture, our activities, and the countrieswhere our brand operates, the risk of violation of human rights is very low. Similarly, the potential is quite low given the importance attached to health and safety at work in the Group’s companies. Everything concerning working conditions and the safety of people and property is highly regulated. In addition, the aspects of protection of employees’ personal data are fully taken into account when computerised processing in done. The Group has established policies to identify and prevent these risks. The ethics charter incorporates principles and values that require the Group to put in place concrete preventive measures. For many years, it has developed a prevention approach, which is reflectedespeciallythrougha group agreementon Quality of Life at Work (including the right to disconnect) and the appointment of HR-QLW coordinators/prevention officers, who ensure the preventionof psychosocialrisks among other things. At the Group level, the purposeof the Committeefor Quality of Life at Work is to discuss major projects on an equal footing with the industrial partners. At the European level, subsidiaries operating in multiple countries(Italy, Hungary,Bulgaria,Romania,Slovakia,Greece)have also incorporateda risk preventionand managementpolicy. A joint declaration on Quality of Life at Work has been signed by the industrialpartners at the European level. The employee representative bodies in the companies closely monitor these topics. The companies develop prevention policies on numerous aspects (prevention of PSR, musculoskeletal problems, confidential listening system, QLW e-learning modules, training tomanagecustomeraggression, etc.). An alert system – confidentialand secure – able to be activatedby each employee is online on each intranet. Furthermore,with regard to workplace safety, the Logistics Department of Groupama Supports & Services oversees and monitors regulatory obligations (with a dashboard) and a Business Continuity Plan.

Reputation risk is addressed in part 5 of the “URD”. (1)

75 Universal Registration Document 2019 - GROUPAMA ASSURANCES MUTUELLES