UNIVERSAL REGISTRATION DOCUMENT 2023

1 OVERVIEW OF THE GROUP Human resources

As part of its work on relations with schools, the “Game’Up” mobile app created by Groupama Loire Bretagne was offered to the other regional mutuals. Based on stories, it allows players to discover the world of insurance and meet three people who embody our business lines. 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, GMA 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 GMA. Internal mobility (geographical and/or functional) is a key driver of employee and company performance. In 2023, nearly 2,000 employees in France benefited from it. The Mouvy intranet, an internal mobility site open to all Group employees, was redesigned to be more intuitive with enhancements to its content to help employees plan their career development. It incorporates two major new features: the monthly “Les Belles Mobilités” podcast to listen to personal accounts and get advice from people who have had successful mobility experiences; ❯ Jobmaker, a coaching tool serving our employees’ ambitions, to boost their career development efforts. The Group agreement on inter ‑ company transfers provides for dedicated mechanisms: support measures, posting of job ads on Mouvy, reduced time frames for transfers, etc. ❯ With regard to the end of employment contracts, the consolidated companies had 3,200 departures of employees on permanent contracts (excluding 186 transfers), including 2,591 in France: 40.6% resigned, 22.6% left during their probation period, 16.7% retired, 10.0% were laid off, 9.4% had contract terminations, 0.5% passed away, and 0.1% left under voluntary redundancy plans. The Group HR Department’s “Payroll and HR Studies” scope was expanded according to the plan established in 2017: from 6 companies managed in 2016 to 18 in 2022. In June 2023, 9,037 of the Group’s 25,634 employees in France (35% of the total workforce) were managed there. A large group of standardised HR tools was therefore put together in five years, with many positive implications in terms of application of HR policies, processes, and costs. Every year, CERH processes more than 100,000 pay slips and the associated social and tax reporting obligations with the help of a uniform set of rules and tools. This significant size in the French market also makes it possible to attract attention from publishers. This expansion also aims to apply adapted digital solutions: electronic safes, digitisation of personnel records, Electronic Document Management (EDM), digitisation of incoming mail, and electronic signing of contracts. Approximately 80,000 documents are now processed using EDM by the HR functions. More than 5,800 electronic signatures were produced, including a majority of teleworking agreements. However, the digitalisation of signatures is still an area for development.

In June 2023, at 11 HR management centres in France (CERH for GMA and subsidiaries, nine regional mutuals in mainland France and Groupama Océan Indien), the tool harmonisation rates were 100% for electronic safes, 90% for EDM, 90% for electronic signatures, and 90% for desktop publishing and contract management. The Group HR Department is also working on other projects to pool and digitalise HR tools: the production of an Individual Social Review (BSI), which provided each GMA and GGVie employee in early 2023 with a detailed snapshot of their compensation, benefits, and social protection. The aim of this tool is to clarify the various components of the overall compensation package, promote a fair perception of compensation and benefits, and retain talent; ❯ the overhaul of RSI processes (2023 campaign) to secure and streamline exchanges and decisions regarding individual compensation reviews for GMA and Groupama Gan Vie. The aim is to modernise the decision ‑ support tool for the annual salary review, via SAAS mode access, and establish fluid communication (real ‑ time display of data input). This new process was implemented in November 2023. ❯ Training is also a major component of the HR dynamic of the Group’s companies: in France, they invested more than 1 million hours of training (all types combined) for all employees, representing around 40 hours of training per trained employee, in 2023. The investment represents more than €60 million for the combined scope. Thus, after a period marked by an evolution in training methods, 2023 confirmed a high level of training in the Group’s companies. The Synergies programme continued to develop new coordinator courses. Five courses have been created, with and for the regional mutuals, and have hit their stride: on the professional market: more than 35 courses completed for nearly 400 trained professional advisors; ❯ on the corporate market: part 1 (CAE situation): 25 sessions for 226 trained employees; part 2 (PPI situation): 27 sessions for 274 employees; part 3 (technical/personalised): nearly 400 trainees; ❯ on the agricultural market: more than 15 courses completed for 140 trained agricultural advisors; ❯ on the local authorities & associations market: modular course (personalised), more than 1,700 trainees; ❯ on institutional leadership (built in partnership with the DRIOM): 1 course initiated in 2023. ❯ st With regard to the corporate part, the Mission Managers and PEP’S programmes are continuing with the same interest from companies and their learners while maintaining high levels of satisfaction. At the same time, the Objectif Dirigeant programme reinforces the training opportunities for the Group’s senior executives and senior Managers: in 2023, 150 of them took part in the Journées d’Actualité économiques et Sociales and 53 in the business line and personal development training modules. The Talents et Compétences programme rounds out the initiative: in 2023, six modules were organised for a total of 98 participants. Lastly, the Being Stronger Together (BST 2.0) programme, delivered entirely in English, promotes Group cultural integration and personal development.

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Universal Registration Document 2023 GROUPAMA ASSURANCES MUTUELLES