UNIVERSAL REGISTRATION DOCUMENT 2023

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

Note that there is potential for psychological pressure or even physical threats towards the various people involved in the claim process (Managers, anti ‑ fraud correspondents, in ‑ branch sales representatives, etc.). Reminder of the policies and actions implemented The Group has implemented policies to identify and prevent these risks. The ethics charter includes principles/values that require the Group to implement concrete preventive measures. For many years, it has developed a prevention approach, which is reflected especially through a Group agreement on quality of life at work (including the right to disconnect) and the appointment of HR ‑ QLW/Prevention officers, whose tasks include ensuring the prevention of psychosocial risks. ❯ At Group level, the QLW Committee is responsible for discussing major projects on an equal footing with the industrial partners. ❯ At European level, our subsidiaries in Italy, Hungary, Bulgaria, Romania, Slovakia, and Greece have also adopted a risk prevention and management policy. A joint declaration on quality of life at work has also been signed by the social partners at European level. ❯ The employee representative bodies in the companies monitor these issues closely. The companies are developing prevention policies in a number of areas (PSR, repetitive strain injuries, Céla system, etc.). Social protection (especially employee health cover) is at the heart of the industrial dialogue. ❯ A confidential, secure whistleblowing system that can be activated by any employee is available on the intranet. Since the end of 2022, in accordance with the law, the protection of whistleblowers has been extended (widening of the scope of prohibited acts of retaliation) and the hierarchy of whistleblowing channels has been modified, with the appendix to the internal regulations of all the companies being updated on this point (whistleblowers may refer matters to an external party from the outset, and the response deadlines are binding). ❯ In addition, the G2S logistics department checks and monitors regulatory (with performance indicators) and BCP obligations. ❯ Social protection (health, protection, and pension) is one of the themes of the industrial dialogue. Over the last few years, we have had to take into account a number of legal and regulatory changes (responsible contracts, 100% health, etc.). In view of the impact of the health crisis and its consequences on the results of these schemes (Covid taxes on supplementary health insurance), we need to be much more vigilant about monitoring the underwriting income from these contracts. These aspects of social protection, particularly with regard to supplementary pension, have also been taken into account in terms of the overall approach to compensation, with a significant increase in employer contribution to supplementary pension schemes in recent years. ❯ Lastly, the issue of taking into account the social impact of restructuring/reorganisation of activities/sites is comparable with the issue of preserving the quality of the social climate and is therefore not given a specific rating in the “CSR risks” mapping. 2023 focus on the issue of respect for employees

Performance indicator Gender equality (Group and France): Gender equality has now been established for executives. For senior executives, it increased significantly in 2023: percentage of women among executives: 51.5% (50.9% in 2022) of which France: 51.9% (51.4% in 2022); ❯ percentage of women among senior executives: 28.5% (26.2% in 2022) of which France: 27.1% (2022 24.1%). ❯ At the beginning of 2024, the Group had seven companies certified as a Top Employer: four in France (Groupama Nord ‑ Est, Groupama Loire Bretagne, Groupama Grand Est, and now Groupama Rhône ‑ Alpes Auvergne) and three internationally (Groupama Assicurazioni, Groupama Asigurari, and Groupama Asfalistiki). In 2023, the UES scored 87/100 on the gender equality index. This is up from last year, once again earning the maximum number of points for three of the index’s five indicators. A new agreement on gender equality in establishments of the UES was signed on 20 March 2023 by management and all the trade unions (CFDT, CFE ‑ CGC, and CGT). The purpose of this new agreement, signed for 4 years, is to continue to promote gender equality in the workplace by setting targets for progress, accompanied by actions and monitoring indicators, in five main areas: recruitment, career development, training, pay, and work ‑ life balance. These results show that our companies are continuing their long ‑ standing commitment to gender equality in the workplace. Additional diversity indicators, figures for France, at 31 December 2023 Work/study: 1,046 work/study trainees, more than 20% of whom are recruited. In 2023, the rate of conversion of work/ study trainees to fixed ‑ term or permanent contracts: 20.8% (21.7% in 2022). Disability: 1,229 employees with disabilities (98% on permanent contracts); they represent 5.1% of the total workforce on permanent contracts, an increase from 4.9% in 2022. The Group direct employment rate for 2022, learned in the second quarter of 2023, rose slightly to 6.05% from 6.01% in 2021. Lastly, given our humanistic culture, our business activities (services), and the countries where the companies of the combined scope operate, the risk of violation of human rights is very low. Similarly, the potential is fairly low given the importance attached to Health, Safety, and Working Conditions in the Group’s companies. Everything concerning working conditions and the safety of people and property is highly regulated. However, there is a need for vigilance with regard to the protection of employees’ personal data (particularly in the context of computerised processing – GDPR). Nevertheless, if this risk were to occur, the regulatory and reputational impacts could be significant.

84

Universal Registration Document 2023 GROUPAMA ASSURANCES MUTUELLES