GROUPAMA / 2020 UNIVERSAL REGISTRATION DOCUMENT

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

The issue of diversity and equality, (c) namely non-discrimination

support for young people: the Group’s companies are heavily ❯ involved. In addition to the recruitment mentioned above, they have been active for many years in the various aspects of building their lives, often through partnershipswith associations; for example, in tutoring, such as Proxité, access to or training in digital technology ( e.g. Becomtech), support towards building a professional life with sessions to learn about professions, or support during the first years (lendingof office space for startups, startup philanthropy,etc.) and financial philanthropyprovided to schools, sports associations,etc. Some companieshave signed the “Charte Entreprises& Quartiers” charter, which became the PAQTE in 2018; disability:Disabilityagreements*in force and, in November 2020, ❯ the updated “being a family caregiver” guide made available to employees; changes in the accounting (even more demanding since 2020) of the employmentof peoplewith disabilities(TH) led us to strengthen our TH recruitment/recognition policy. In 2020, three of the Group’sentitieswere candidatesand obtained the Top Employer certification: Groupama Assurances Mutuelles (GMA) (Groupama is one of two French insurers to have this certification), GroupamaAssicurazioni,and GroupamaAsigurari. In addition, Groupama Greece was awarded the GreatPlaceToWork label for the second year. Performance indicator ❯ Gender equality (Group): rate of female executives/numberof executives: 48.9% (48% ■ in 2019); rate of female senior executives/numberof senior executives: ■ 25.9% (25.2% in 2019). Additional diversity indicators ❯ 858 work/study trainees (France), rate of conversion of ■ work/study trainees to fixed-term or permanent contracts: 31.4% (29.6% in 2019); Group disability: 1,080 employeeswith disabilities, or 3.9% of ■ the total number of permanent contract employees, stable compared with 2019; permanent contract rate: 97.6%;

Preventing the risk of discrimination is an ongoing objective that requires our group to have processes in place to eliminate any risk in this area. Several types of discrimination can occur: hiring, selection of 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 particularly attentive 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 developments and aspirations of various social groups. The policies and actions implementedin recent years: in particular, the Group 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 all skills. 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 to support employees who help family members. The review of the Diversity and Equal Opportunities agreement began in the Group Industrial Dialogue Committee meeting in January 2021. In addition, 2020 showed the continuationof our actions in these areas, for example: regarding gender equity, the launch in September 2020of the 3 rd ❯ session of the Mentoring by Groupama programme with the participation of 50 women (25 mentors and 25 mentees with potential) from eight of the Group’s companies; in November 2020, for the second consecutive year, the action plan on professional gender equality within EU institutions; diversity: opening up to young people with remote recruitment ❯ operations (including work/study participants with “Nos Vraies Rencontres JeunesTalents” (“real young-talentevent”), etc.) - 2 nd edition of the Real Challenge by Groupama (open-innovation projects led by teams of students from more than 100 schools, 900 participants, 30 teams) - for the 2 nd consecutive year, Groupamawas among the Top Favourite Companies for 2020, 3 rd place, number 1 mutual insurance company, students and young graduates in the Insurance category (Epoka);

A new UES agreement “on employees with disabilities or supporting a member of their family affected by illness or disability” was signed unanimously by the * representative trade unions on 20 November 2020 for a fixed term of three years. Following on from the 2018 agreement, this new agreement is intended to meet the objectives of recruitment, inclusion, and professional training of employees with disabilities as well as raising awareness of disabilities, adapting to the needs of employees with disabilities and keeping them employed, and other objectives. It incorporates all the provisions of the previous agreement entered into in 2018 and, for the coming years, focuses on reinforcing the role of the disability liaison officer, the recruitment of employees with disabilities, in particular on a work/study basis, and the expansion of schemes for donation of days.

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

77 Universal Registration Document 2020 - GROUPAMA ASSURANCES MUTUELLES