Groupama // 2021 Universal Registration Document

3 CORPORATE GOVERNANCE AND INTERNAL CONTROL Internal control procedures

3.4

INTERNAL CONTROL PROCEDURES

3.4.1

CONTROL ENVIRONMENT

compliance with legal and contractual obligations related to industrial dialogue, human resources development (diversity and non-discrimination, etc.), and to employment contracts, vocational training, occupational health, production and transmission of statistics, legal reports, etc.; “Shared service centre” activities for all payroll operations and the ❯ administration of personnel for eight companies of the Group including Groupama Assurances Mutuelles. The Group HR Department also carries out social projects in the consolidated companies, relating to the obligations of transparency and non-financial reporting covered in the Grenelle II law (publication in the management report of information relating to social impacts – organisation of work, labour relations, diversity, etc.). Note that after audit and verification by the statutory auditors, Groupama successfully obtained for 2021 (like the previous year) a certificate of participation as well as an attestation of sincerity. Internal control is a mechanism that the Group implements to guarantee: the application of instructions and guidelines set by executive ❯ management; compliance with the laws and regulations, local rules and codes ❯ of conduct relating to the businesses carried out by the Group; the proper functioning of the internal processes and rules of each ❯ company, particularly those contributing to the safeguarding of the Group’s assets; the reliability of financial data; ❯ the control of risks of any nature to which each company is ❯ exposed; and, in general, contribute to the control of its activities, the ❯ effectiveness of its operations and the efficient use of its resources. Beyond compliance with the regulatory obligations, the implementation of an internal control system constitutes a strategic issue for Groupama essential to the preservation of its interests, the interests of its customers, partners, members and shareholders, and the interests of its staff or even its existence in case of a major event. In this context, the general principles, objectives, and organisation of internal control of the Group and Groupama Assurances Mutuelles were defined in a policy approved by the Board of Directors of Groupama Assurances Mutuelles in 2018. For the Group’s entities, this policy constitutes the common reference to be respected in the deployment of their internal control processes. INTERNAL CONTROL 3.4.2 ORGANISATION AT THE GROUP LEVEL

Strategy 3.4.1.1 Groupama Assurances Mutuelles is the central body of Groupama. In this context, it is in charge of defining the Group’s strategy and coordinating its implementation in the companies: the Group’s medium-term and long-term strategic focuses are ❯ determined by the managing bodies; they are implemented in the short or medium term in accordance ❯ with a Group Operational Strategy Planning (“OSP”) process. The SOP involves the development of provisional corporate income statements, IFRS financial statements, and analytical results by business line for each entity. It is broken down into operational action plans pertaining to annual performance targets and thus constitutes the path for the period of the plan and the Group elements of reference for managing the entities. The strategic plan is defined for a period of three years. On the France scope, the national consolidation of objectives is approved by the Group’s executive bodies. Internationally, each subsidiary develops its OSP just like the Group’s other entities, submitted to the International Subsidiaries Department and the Group’s Executive Management for validation. Human resources (HR) 3.4.1.2 The responsibilities of the Group HRD cover three main areas: corporate activities: implementation of Group policies, ❯ coordination of HR networks, support and advice for companies and dialogue between workforce and management with the European Works Council, the Group committee, and the UDSG (Groupama Social Development Unit), in a Group structure in which each company (around forty) has a Human Resources Department in charge of HR management and employee relations under the authority of a Chief Executive Officer. In order to promote the establishment of corporate policies and the implementation of control and compliance systems, the Group HR Department relies on an HR Operational Committee made up of the HR Departments of the Group’s French companies (Groupama Assurances Mutuelles, subsidiaries and regional mutuals). The Group HR Department is also in charge of employee relations within the UES (Economic and Social Unit), with the aim of managing all information/consultation processes relating to the projects and activities of its member companies (Groupama Assurances Mutuelles, Groupama Gan Vie, Gan Patrimoine, Gan Prévoyance, Groupama Supports et Services, Gan Assurances); activities related to the HR Department of the “company” ❯ Groupama Assurances Mutuelles involving internal checks to ensure that labour laws and regulations are properly enforced:

56 Universal Registration Document 2021 - GROUPAMA ASSURANCES MUTUELLES