Groupama // 2021 Universal Registration Document

1 OVERVIEW OF THE GROUP Human Resources

Pillar 5: Mobilising talent to serve our customers and Group’s transformation To ensure that the strategic plan’s implementation is a collective success, mobilising the Group’s lifeblood to benefit all is essential. Every day, our energy and talent contribute to strengthening our customer-centric approach. The recent period is a perfect example of this; the ability of all employees to work in hybrid mode, combining face-to-face and teleworking, is established. This collective commitment made it possible to ensure all the actions necessary to allow the Group to run smoothly and to continue the deployment of the Group’s transformation projects.

They guide short-term arbitrage operations and a common course: on the markets to be developed as a priority (professional and corporate market, agricultural market), on the business lines to be intensified (life and health insurance), and on our ambitions in terms of customer loyalty and profitability. As such, in terms of profitability, the Group has set the goal of achieving an economic operating result of €1 billion euros over the 2022–2024 period.

1.4.5

OUR MUTUAL INSURANCE

DYNAMIC

The mutual insurance dynamic supports all these objectives by reaffirming the essential role of our network of 30,000 elected representatives, who are present throughout the country and embody our local roots and the value of mutual aid on a daily basis in our 2,700 local mutuals. Initiated by the mutual Insurance Advisory Board (described in section 3.1.5) following the Group’s re-mutualisation in 2018, the mutual insurance dynamic mobilises the community of elected representatives in the service of the corporate purpose and transforms this energy into a differentiating force for the Group.

1.4.4

OUR PERFORMANCE PODIUMS

The five podiums correspond to the Group’s precise, quantified business objectives for the next three years (2022–2024).

1.5

HUMAN RESOURCES

1.5.1

SOCIAL POLICY

Continuing the momentum from 2020, the highlight of 2021 was the widespread deployment of teleworking, which now concerns the vast majority of employees in all entities in France, based on decisions taken in response to the health situation, then with the concrete application of dedicated agreements and measures. Within the UES, for example, the implementation of individual endorsements signed by employees in the framework of the telework agreement concerns 71% of the 7,000 employees, 86% of whom have chosen the two-day-per-week option; at Groupama Assurances Mutuelles in particular, 89% of employees are teleworking, 93% of whom telework two days a week. More broadly, the adaptation of working methods and the employee experience has accelerated: the Digital Collaborative Space (DCS) solutions have been deployed in record time, manager, and Employee Meetings have been conducted on Teams, the recruitment, and integration processes have been entirely digitised, training modules have been switched to remote mode, and digital communication has been significantly developed (newsletters, podcasts, etc.). It is in this context that the Group is carrying out the “Escale” project to optimise its workspaces in the Paris area. It aims to take into account the deployment of new working methods, the balance to be found between on-site and remote working, while controlling our property costs and gaining agility in order to strength our collective effectiveness. This initiative is based on the principle of “flex per team”, allowing each team to have its own space at a rate of 70% (7 workstations for 10 employees) while having access to additional areas for meetings, creation, and collaboration.

To meet its strategic ambitions, improve its performance, and therefore meet the expectations of its members and customers, Groupama invests in people. The principles of the human resources policy are shaped by the Group’s purpose, based on social responsibility and made possible by the lasting commitment—confirmed at a record level (81%) by the 2021 edition of the internal opinion poll—of its 31,106 employees. At 31 December 2021, the regional mutuals, Groupama Assurances Mutuelles, and its subsidiaries had 28,872 employees. The Group Human Resources Department manages and coordinates corporate policies and programmes and is at the head of the HR functional reporting line in accordance with the established distribution of responsibilities between the Group HR Department and the company-level HR Department. Each company in the Group manages its human resources and its social policy as locally as possible, in line with the policy principles and the overall strategy defined for the Group. To cope with the health crisis, the Group/company cohesion has been strengthened, thanks to ongoing coordination between the HR Directors who are members of the HR Operational Committee and between those in the Paris area especially. This mobilisation has made it possible to provide harmonised and equitable responses to all employees so that they can work in complete safety and under the best possible conditions, remotely or on site, individually or collaboratively.

11 Universal Registration Document 2021 - GROUPAMA ASSURANCES MUTUELLES