UNIVERSAL REGISTRATION DOCUMENT 2023

3 CORPORATE GOVERNANCE AND INTERNAL CONTROL Gender equality policy applied to the Group’s management bodies

3.4 GENDER EQUALITY POLICY APPLIED TO THE GROUP’S MANAGEMENT BODIES

Within the Groupama group, women represent 63.8% of employees, 52.2% of supervisors, and 27.2% of executives. In addition, the ambition of a balanced representation of women and men on management bodies is confirmed, with a growing share of women in the vast majority of companies. These figures reflect the determination of the Group’s companies to increase the proportion of women at all levels of management. The Groupama group exercises a gender equality policy, especially in connection with collective agreements that implement initiatives in the areas of recruitment, career development, training, and equal pay and offer the means to facilitate the relationship between parenting and professional life.

For example, again this year, the Group’s “Mentoring for Women” programme brings together pairs of mentors and mentees, illustrating the Group’s commitment to gender equality in the workplace with a threefold objective: to promote gender diversity and equality, to increase women’s participation in careers, and to improve individual and collective performance. The score of Groupama group companies on the gender pay equality index has improved, with a large majority of them scoring at least 89/100 and even up to 100/100.

3.5 INTERNAL CONTROL PROCEDURES

3.5.1

CONTROL ENVIRONMENT

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 2023 (like the previous year) a certificate of participation as well as an attestation of sincerity. related to the HR Department of the “company” Groupama Assurances Mutuelles involving internal checks to ensure that labour laws and regulations are properly enforced: 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. ❯ 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);

3.5.1.1 Strategy 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 (“PSO”) process. ❯ The PSO 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 PSO just like the Group’s other entities, submitted to the International Subsidiaries Department and the Group’s executive management for validation. 3.5.1.2 Human Resources (HR) 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 ❯

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Document d’Enregistrement Universel 2023 GROUPAMA ASSURANCES MUTUELLES