UNIVERSAL REGISTRATION DOCUMENT 2023

1 OVERVIEW OF THE GROUP Human resources

In addition, to enable companies in the Paris region to understand our environment, our strategic challenges and the need to innovate, the Executive Meeting events regularly brought together the top 100 of the Group and its subsidiaries in conferences, discussions, and workshops. For example, the November 2023 meeting was devoted to artificial intelligence, with internal and external expert speakers and a Marketplace showcasing the achievements using AI developed by the teams of the Group’s companies. Since 2020, the HR function itself has been transformed to ensure business continuity and performance while preserving the well ‑ being of employees. This renewal is largely due to the strengthening of the cohesion of the teams. Workshops regularly bring together company HR Managers to discuss the major issue: recruitment, onboarding, talent retention, support for business line projects, pooling of technologies and information systems, managerial programmes, etc. The group or individual support/training opportunities for Managers has been enhanced to meet the needs of different situations. The new organisation of work has given rise to “hybrid management”, which has involved a great deal of work by the HR managers. For example, 170 GMA managers completed the “management in hybrid mode” training course for a total of 2,086 hours. At the end of the course, 96% of managers planned to implement best practices or make adjustments to strengthen collective or individual operations. The HR function, which is also a business partner, was mobilised to contribute to the priorities of the business lines: business development, success of major projects, etc. The Group HR Department thus connects the project teams, the business line COMOP concerned, and the COMOP HR so that the COMOP HR can be aware of the “HR support” measures to be put in place, a necessary condition for the success of projects (for example, the PRC 2025, Racine, Business Strategy and Centres of Excellence, Interoperability, and, more recently, Prevention programmes). The operational rollout of some of these projects began in 2023 with close, expert support from the HR teams. With respect to the collective wages policy, profit ‑ sharing measures are in place in all the companies in France. More than €58.9 million (23,439 beneficiaries) and €5.9 million (1,774 beneficiaries), respectively, was paid out for incentive and profit ‑ sharing schemes in 2023. In addition, the transformation of the PERCO into a PERCOL, effective from 1 January 2020, offers the opportunity for employees to make voluntary tax ‑ deductible contributions. The 2023 annual wage negotiations at UDSG level led to the signing of an agreement. This agreement guaranteed a level of general increases of 3%, with a minimum increase of €1,000 for all employees in grades 1 to 7 with six months’ seniority at 1 January 2023. This negotiation formed a strong basis for those carried out at company level. At UES level, the agreement raised the general increase rate to 4%, with a minimum of

€1,400, which was supplemented by a budget allocation for individual increases of 1.5%. All these measures represented 5.33% of total payroll at the end of August, of which 3.79% were collective measures and 1.54% individual measures at the end of November. Against a backdrop of continuing high inflation, the Group’s companies have decided to implement a pay rise plan for 2024 similar to the 2023 plan. The UDSG annual wage negotiations of 12 October 2023 led to the signing of a majority agreement guaranteeing a general increase of 2% with an annual minimum of €750 for all employees in grades 1 to 7, subject to six months’ seniority at 1 January 2024. This agreement is the first level of negotiation for UDSG companies and forms the basis for negotiations within the companies. At UES level, the general increase was raised to 3% and the minimum to €1,000. This collective measure is also supplemented by a budget allocation for individual increases of at least 1.5%. These pay rises led to a majority agreement on 16 November 2023. With regard to the regional mutuals, negotiations are continuing in a good general climate based on the foundation negotiated at UDSG level. In terms of Group employee relations, 2023 brought together the signatories of the GPEC/Training, Intercompany Mobility, Quality of Life at Work, and Diversity agreements, following the signing of the four agreements between 2021 and 2022, to report on another year of implementation of the measures, which were satisfactory to all the stakeholders. Numerous discussions also took place in person within the group works councils and European works councils. In the UES, a new agreement on gender equality in the workplace was signed unanimously by the trade unions, confirming Groupama’s active policy in favour of gender equality by setting new objectives and concrete actions. This year also saw the implementation of measures to support sustainable transport for commuting employees with the payment of the sustainable transport allowance, development of a partnership with a car ‑ sharing platform, and promotion of cycling through a number of initiatives such as the distribution of safety kits, the installation of inflation and repair stations in bicycle parking areas, and repair workshops. With regard to gender equality, the structural trend towards increasing the proportion of women in middle and senior management was encouraged in the companies. Women accounted for 51.9% of Managers at the end of 2023 and 27.1% of executives (24.1% in 2022). For GMA, the increase was even greater: at the end of 2023, women represented 60.1% of Managers and 30% of executives (25% three years ago). At the same time, for the fifth consecutive year, the Groupama group companies published their 2023 gender pay equality indexes, which have improved, with a score of at least 89/100 for a large majority of them and even 100/100 in some cases.

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Universal Registration Document 2023 GROUPAMA ASSURANCES MUTUELLES