Groupama // 2021 Universal Registration Document

1 OVERVIEW OF THE GROUP Human Resources

In 2021, the combined companies hired 2,580 employees under permanent contracts (excluding 117 mobilities), including 2,189 in France, to strengthen their sales networks and customer relations platforms and to reinvigorate their management and expert teams as well as the auditing, internal control, and steering functions: 20.9% of new employees are under 26 years of age, 5% are 50 and over, and 20.7% of new hires resulted from the conversion of fixed-term contracts into permanent contracts. Since the end of 2017, Groupama has invested in significantly enhancing the reputation and attractiveness of its employer brand to facilitate recruitment, engage and retain its employees, and thus prepare for the future. With this in mind, the Group’s new employer communication was developed in 2021, becoming one of the pillars of the Groupama brand’s global communication. The new positioning emphasises the moment when the human element is revealed that allows employees to become attached to Groupama. The signature “Being there for others, I’ve decided to make it my job” is complemented by a call to action “Want to give meaning to your skills?”, which can be found in the job offers to encourage candidates to find out more and apply. In addition to the objectives of attractiveness and efficiency, the approach also aims to strengthen our employees’ pride in belonging and to encourage them to be ambassadors for their company. The campaign was revealed internally in mid-January 2022 and immediately publicised externally on social networks. The Group’s national recruitment event “Our Real Encounters” took place in June 2021: almost 200 offers were made by the 11 participating companies; the interviews conducted remotely generated 173 applications for 32 selected candidates; the second edition, conducted in October with 15 companies, obtained similar results. In 2021, Groupama also worked to promote jobs in short supply, via dedicated campaigns on social networks, promoting the Audit, Actuarial, and Underwriting jobs, to publicise their specific features and the advantages of working in them within our Group. The objective of these various actions is to best target the suitability of the position/profile in order to be more efficient in sourcing candidates. Our career website groupama-gan-recrute.com offered 3,318 permanent positions in 2021, had 168,919 visits, and yielded 175,997 applications in one year. This investment in the Group’s attractiveness is supplemented by work on integration, aimed at building loyalty from the moment the employee arrives or even before. Like the Group’s other companies, Groupama Assurances Mutuelles has overhauled its onboarding process with a one-year course offered to all new employees. The “WelcomeApp”, a mobile app for newcomers, creates a link with employees as soon as the contract is signed and offers, before their actual arrival, an interactive introductory course to learn about the values, history, and projects of the Group and Groupama Assurances Mutuelles. It was also in other Group companies (Groupama Nord-Est, Groupama Loire Bretagne, Groupama Paris Val de Loire, Groupama Gan Vie, and G2S). The revised orientation session provides newcomers with further information about the Group and their company and creates relationships between the participants.

Mobility (geographical and/or functional) is a driving force behind the performance of the employees and the Group companies and involved more than 1,720 employees in France in 2021. The Mouvy intranet, the internal online recruitment website open to all Group employees, received 4,081 applications in 2021. An addendum signed unanimously was added to the Group agreement on inter-company transfers in 2014, which reinforced the mechanisms in place: improved support, better publication of job ads on Mouvy, reduced time frames for transfers, etc. With regard to the end of employment contracts, the consolidated companies had 2,525 departures of permanent employees (excluding 114 transfers), including 2,060 in France, which break down as follows: 35.5% resigned, 20% retired, 12.3% were laid off, 16.4% left during their probation period, 11.9% had contract terminations, 2.5% left under a voluntary redundancy plan, and 1.1% died in service. The “Payroll and HR Studies” scope of the Group HRD now manages 18 companies, with Mutuaide, CapsAuto, and SDGAC integrated in 2019 and Groupama Protection Juridique in 2020. Amaline joined the Group’s IS in January 2021, and Juritravail will do so in January 2023. A large group of uniform HR tools has been built up in five years, which has multiple positive implications in terms of HR policy implementation, processes, and costs. In 2021, more than 110,000 pay slips and associated social and tax reporting obligations were processed by the CERH. Approximately 77,000 documents are now filed in EDM by all HR functions. There were more than 6,000 electronic signatures in 2021, 60% of which were amendments regarding teleworking. The HR functions use document digitisation tools on a daily basis. The next logical step in this evolution will be the development of employee self-care and the industrialisation of payroll controls supported by big data technology. Harmonisation of processes and related work has been initiated: priority was given in 2020 and 2021 to the Link 2020 project and the Convergence project (which aims to replace Groupama Talents, tools for collecting annual interviews, professional interviews, and HR interviews, by providing the Group with a common TalentSoft platform from which HR work will be made more fluid). Group training is the third component of the CERH. In 2021, the Group’s companies in France invested more than 772,371 hours of training (all modes combined) for all employees, representing around 32.3 hours of training per employee. The investment represents more than 26.5 million euros for its combined scope. The health context has led to a profound and lasting transformation of training strategies favouring the emergence of virtual classes facilitated on Teams. Partially returning to a normal situation, 2021 had a positive impact on the re-engineering of a majority of training programmes, which now mix methods: face-to-face/distance and synchronous/asynchronous.

12 Universal Registration Document 2021 - GROUPAMA ASSURANCES MUTUELLES