GROUPAMA / 2020 UNIVERSAL REGISTRATION DOCUMENT

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

A confidential, secure whistle-blowingsystem able to be activated by each employee is online on each intranet (possibility of anonymous alerts since 2020). Furthermore, with regard to workplacesafety, the LogisticsDepartmentof GroupamaSupports & Services oversees and monitors regulatory obligations (with a dashboard) and a Business Continuity Plan. The preventionof psychosocialrisks (PSR) and the preservationof the physical and mental health of employees constitute a major focus of the social policy of Groupama AssurancesMutuelles and the Group’scompanies.The 2020 health crisis and the widespread implementation of teleworkingcreated a new situation and brought about profound changes that, beyond the legal obligations, motivated us to develop and add to the existing means of prevention. In 2021, the management of Groupama Assurances Mutuelles will initially embark on a new PSR diagnostic process in connection with the assessmentof occupationalrisks. It will aim to assess the level of employeeexposurewith a view to later defining the necessary preventive measures to be implemented. At the Group level, the agreementon Quality of Life at Work will be reviewed with the industrial partners in the Group Industrial Dialogue Committee in 2021. Promotion of and compliance with the stipulations ❯ of the ILO fundamental conventions The Group reiterates its commitment to respect the stipulationsof the International Labour Organisation (ILO) fundamental conventions in its ethics charter, deployed in all of its companies and introduced to all of its employees. The ethics charter also recalls that the Group fully adheres to the recommendationsor commitmentsmade by the Universal Declarationof Human Rights and the European Convention of Human Rights, the OECD (3) Guidelines for MultinationalEnterprises,the ten principlesof the UN Global Compact, and the EU charter of fundamental rights. Lastly, the issue of considerationof social impacts in the event of restructuring/reorganisation of businesses/siteis comparable, after analysis, with the issue of preserving the quality of the industrial climate and is therefore not the subject of a particular rating in the mapping. Societal issues and associated risks 4.2.2.3 In the area of societal expectations, seven issues/risks (4) were identified in this exercise, each corresponding to an issue of our responsible insurer policy, four of which seem the most significant because they are closely linked to trust, which is pivotal to our purpose: “We are here to allow as many people as possible build their lives confidently”.

France disability: 993 employees with disabilities, 97.7% on ■ permanent contracts. On the other two issues/risks(respect for employees,consideration of social impacts in site restructuring/reorganisation): 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. When our employees returned to their sites (offices and branches) during the Covid-19 crisis, the greatest precautionswere taken to protect them, such as distribution of masks to all (required to be worn) and regular disinfectionof the premises. A complete system (alert procedure in case of suspicious cases, booking for site access in order to complywith a maximumcapacity)was organised as soon as possible. A WelcomeBackapp was developedin some of the Group’s companies for additional employee comfort. 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 developeda preventionapproach, which is reflected especiallythrougha group agreementon Quality of Life at Work (including the right to disconnect) and the appointment of HR-QLW coordinators/prevention officers, who ensure the prevention of 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 industrial partners 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 (Céla) (1) , QLW (2) , e-learning modules, training to manage customer aggression, etc.).

Psychological support, legal assistance, etc. (1) Two e-learning courses updated in 2020. (2) Organisation for Economic Cooperation and Development. (3) See summary tables in the appendix. (4)

78 Universal Registration Document 2020 - GROUPAMA ASSURANCES MUTUELLES