UNIVERSAL REGISTRATION DOCUMENT 2023

4 CORPORATE SOCIAL RESPONSIBILITY (CSR) Declaration of Extra ‑ financial Performance

(a) The risk of inadequacy of skills with changes in the business lines

2023 focus on the issue of employability also, the hiring of specialists in certain business lines, the creation of pools, and “skills ‑ based” (not “CV ‑ based”) recruitment; ❯ communication campaigns on the employer brand of the Group and its companies to strengthen our appeal and publicise jobs, especially those in short supply. ❯ The Group’s three ‑ year agreement on GPEC (forward ‑ looking career and skills planning and training) (from 2021) will enable the development of a proactive, joint policy across the companies. As such, the Group GPEC’s strategy is the driving force behind the GPEC strategies of the Group’s companies. It is also a tool for promoting industrial dialogue through the preparation of an annual report presented at a monitoring committee meeting attended by the industrial partners. The results for 2023 show a strong dynamic in employment, with unprecedented levels of recruitment as part of the growth in the workforce and an increase in staff turnover, which is the case in the profession as a whole. The results also reflect the high level of commitment confirmed by the Opinion Survey of the Group’s employees, as well as the growing expectation of career paths and development opportunities. The review of the Group’s GPEC agreement in the second half of 2023 resulted in the signing of an agreement on employment and skills management on 19 December 2023, which will apply starting on 4 March 2024 after the current agreement on GPEC and training ends. The review of this agreement demonstrated the interest of the industrial partners – both management and trade unions – in the subject of lifelong career development for employees and, while reiterating the commitments and main principles of the 2021 agreement, placed more specific emphasis on the subject. ❯ (2) In this context, Groupama Assurances Mutuelles (GMA) carried out a number of actions in 2023 aimed at optimising key moments in the career path. Examples include an innovative induction programme, an ambitious training policy (with an overhaul of the training programme for new Managers), provision of an Individual Social Review, continuous improvement of working conditions (signing of a new teleworking agreement at the economic and social unit level), development of business communities, continued roll ‑ out of the action plan on quality of life at work and psychosocial risks, and playlists. GMA is also leading the way in adapting HR tools to serve employees, as illustrated by the ongoing digitalisation of the various stages of the employee experience. Examples include the new “ongoing conversation” module of the “Profil” HR development portal–which accompanies the various stages of the career path–facilitates feedback between employees and The Group intercompany mobility agreement (of 2021) is part of the approach to skills mobility and career development. It establishes common rules for all transfers of employees between the Group’s companies, with a view to promoting the development of voluntary and individual employee mobility between companies, enabling them to be involved in their career development. The Group therefore has the means to support its strategic projects, adapt, and anticipate changes in the sector. Mobility is supported by the posting of geographical and professional mobility opportunities on the Mouvy website. A modernised version of it provides employees with practical tools. ❯

This is a major issue today, particularly in view of the digitalisation of business lines, changes in working methods, and the increasing number of regulatory changes. This also concerns the attractiveness of our companies: in a competitive labour market, they need to attract certain key skills, including digital profiles. Against a backdrop of a downturn in the employment market, organisations are also faced with competitive initiatives and must act to retain their skilled talent. Given the operational needs, the shortage of candidates in certain business lines, and the costs involved in recruitment, building loyalty, and retaining staff are more important than ever (especially for the most exposed group of workers: those with three to five years of experience). Risk control levers The commitment to employability and the training were maintained during this fiscal year, which is a key issue for the sustainable development of the Company. Business lines are under stress because of the internal and external scarcity of skills, such as data scientists and experts on business insurance or professionals (such as cyber risk). In the mass markets, there are significant needs, particularly for skills related to new mobility (auto) or claims management (for example, as part of the ISI project, changes in the claims manager profession). Changes in the labour market have also created significant pressure on the recruitment of sales profiles, particularly in certain geographical areas. Faced with this challenge, it is essential to understand the new expectations of employees (in terms of quality of life and working conditions, recognition, career prospects, consideration of sustainability issues, etc.) and to respond to them through the experience they are offered. The Group anticipates this risk by implementing an HR policy that fully integrates training and skills matching: development of an updated employment and skills management policy in the companies (new dedicated group agreement signed on 19 December 2023, backed up by company agreements or actions); ❯ agreement on vocational training (an essential part of the Group employment and skills management agreement); ❯ reviews of Managers (and succession plans) and staff; ❯ compliance with annual appraisal and performance review procedures; ❯ community support on targeted topics (professional, agricultural, etc.); ❯ training of Managers and sales staff (products, new tools, regulations, etc., particularly in life insurance) (IDD context); ❯ (1) development of programmes aimed at developing cross ‑ disciplinary skills, particularly for Managers; ❯

(1) (2)

Insurance Distribution Directive (European regulation). See point on Social Climate.

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Document d’Enregistrement Universel 2023 GROUPAMA ASSURANCES MUTUELLES