GROUPAMA / 2019 Universal Registration Document

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

Certain environmentaland societal data, by virtue of their specificity (when they relate to only one entity of the group for example)or for practical reasons (difficulty of access to the tool, compliancewith deadlines), are collected directly by the CSR and Internal Communication Department from the correspondents or departmentsconcerned. Set up in 2003, the Système d’Informationet de Pilotage Groupe de Ressources Humaines (SIPGRH or Human Resources Group Steering and Information System) is the only HR database at the group level. This infocentre is populated each month and contains 99.6% of the individual data of group employees in France and 94% of the individual data of the group including the international subsidiaries. Regarding the France scope, SIPGRH is populated each month with individualdata of approximately97%of the group’semployees coming from the personnel administration systems of the French companies andevery quarter forthe other French companies. Given that the transmission and control of these indicators by a third-party organisation are new obligations, the CSR data collection process changes each year to take account of recommendations made by the statutory auditors, improve the quality of the transmittedindicatorsand increasethe reliabilityof the publisheddata. In December 2015, a new tool called the datahub was implemented to securely collect individual information for small French structures and internationalsubsidiaries.Each quarter they submit their file of data, which are formattedand verified in real time (when uploaded to the datahub), to comply with the existing management rules in SIPGRH. Once all verifications have been completed, the companies use the connection to send the file to the GroupHR department,which transfers it to ADP after validation for loading into SIPGRH alongwith theother monthly files. The data from all companiesare available in a single environment, SIPGRH, and the Group HR department can use a single tool to work with reliable,standardiseddata for the entire group (or almost, as Asia isnot involved). It should be noted that around only twenty individualpieces of data are now taken into account for these companies:these are mainly contractual dataparticularly for monitoring staff andmovements. However, certain data or populations (disabilities, representatives/multi-lineagents, temporary workers, etc.) are not systematically present in the infocentre. In such cases, the corresponding indicators are requested from the companies throughan Excel templatesent by email as the end of the year. The same is true for consolidated indicators, such as the number of work-related accidents and those relatedto training. Concerning the professional training indicators and for the companieswithin the scopeof managementof the LMScommunity training tool (deployed within the group companies), they are determined centrally by Group Training sector. For other French companies and International companies, they are included in the Excel templates. These three indicators are as follows: employees trained bygender andby category; ●

training hoursby gender andby category; ● costs of training. ●

Data consolidation Consolidation is carried out at group level by the Internal Communicationand CSR Department.Environmentaland societal data are consolidatedvia the SCOOP tool (Enablon) dedicated to the group. Data control Environmental data: the SCOOP tool incorporates automatic consistency checks to avoid input errors. It also allows to attach source files and insert explanatory comments. Each company correspondentchecks the data entered before consolidation.The Internal Communicationand CSR Department performs a second level of data control. The inconsistenciesand errors identified are reviewed with the companies concerned and corrected as appropriate. Social data: checks are carried out by the MOA SIPGRH of the Group HRD each month at the time of loading. Functionaltests are also carried out to ensure the consistencyof the results relating to staff numbers and movements (headcounts for month N = headcounts for N-1 – departures for the month + entries for the month). In addition, comparisons are made over time between the work carried out by the companies and the work of the Group Human Resources Department (DRHG) on the basis of the social reports, particularly that group together a number of significantindicators. And, at the time of completionof the workspecificto CSR, the data for year N are compared with those for year N-1 by the Studies sector of the Group HRD. After consolidationof an indicator,the final total value and the ratio per FTE are comparedwith thoseof the previous reportingyear. Details of definitions and methods of calculation (e) of indicators Details on the calculation of CO 2 emissions CO2 emissions are published according to the three scopes defined by the GHG Protocol and according to the operational control consolidationmethod,as detailed below: scope 1,direct emissionsrelated to consumptionof gas and fuel ● oil and business travel in land vehicles owned by the group’s entities; scope 2, indirect emissionsrelated to consumptionof electricity, ● heat andchilled water; scope 3, other indirect emissions related to business travel by ● air, train and land vehicles not owned by the entities (leased vehicles,reimbursementof mileage costs).

92 Universal Registration Document 2019 - GROUPAMA ASSURANCES MUTUELLES