Groupama // Universal Registration Document 2022

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OVERVIEW OF THE GROUP Human Resources

The Group HR Department’s “Payroll and HR Studies” scope was expanded according to the plan established in 2017. We increased the companies managed from 6 in 2016 to 18 in 2022, which fosters the harmonisation of IT systems. A large set of uniform HR tools was therefore built up in five years, with multiple positive implications in terms of application of HR policies, processes, and costs. In 2022, more than 100,000 pay slips and associated social and tax reporting obligations were processed by the CERH. This expansion makes it possible to apply adapted digital solutions: electronic safes, personnel records, Electronic Document Management (80,000 documents are now filed in EDM by the HR functions), digitisation of incoming mail, and electronic signing of contracts. At the same time, the Group HR Department promotes the digitalisation of processes within the scope of the regional mutuals. At the end of 2022, they were all equipped with an electronic safe solution and almost all of them with the Group’s EDM solution. In terms of talent management, the Convergence project was implemented for all the Group’s French entities in 2022. In collaboration with four regional mutuals, the new “ProFil” platform, a tool for collecting annual, professional, and HR interviews, was in place for the year ‑ end campaigns. The Group HR Department is also working on other large ‑ scale projects on digitalisation: an Individual Social Review (BSI) to provide each GMA employee at the beginning of 2023 with a detailed assessment of their compensation, benefits, and social protection; an overhaul of the RSI processes (2022 campaign of GMA and Groupama Gan Vie) to secure and streamline exchanges and decisions regarding individual compensation adjustments. Group training is the third component of the CERH. In 2022, the Group’s companies in France invested nearly 900,000 hours of training (all modes combined) for all employees, representing around 36.6 hours of training per employee. The investment represents more than €43.6 million for the combined scope. In the wake of the impact of the health crisis on the field of learning, most of the offered training has shifted towards a hybrid structure. Most programmes juggle between face ‑ to ‑ face/remote and synchronous/asynchronous. This combination of methods enables the optimisation of educational contributions, the facilitation of planning, and cost reduction and positively impacts the effectiveness of actions and the satisfaction of participants. In this context, the Group’s programmes were very much in demand by the companies. PEP’S doubled its capacity to 24 employees in its third class. #BST2 launched its first class in 2022 with 23 participants. The Synergies programme continued its development in four markets (Pros, Businesses, Local Authorities and Associations, and Agricultural) and one business sector (institutional, aimed at mutual insurance players, with a pilot launched at the end of 2022). Based on the principle of pooling of training – from its design to its delivery, by and for beneficiary companies – Synergies is now the reference for the design of training programmes.

To give meaning and to strengthen the ownership of the Group’s strategic guidelines and the participation of the teams in their operational implementation, the Vision programme continued to be deployed. 2022 was marked by the success of the “Vision Days”, which brought together at the Carrousel du Louvre 1,000 executives and Managers from all the companies, listening to prestigious speakers – both internal and external – and in action as part of a Transformation Forum highlighting achievements and an Open Forum for the emergence of ideas around our new Ambition revealed on this occasion. At the same time, the Executive Leadership Programme (ELP) was relaunched in order to develop the individual and cross ‑ functional leadership of the Managers of tomorrow: a class of 15 participants was conducted from April to November 2022. Also, 92 Senior Managers attended the “Talent and Skills” training modules, and 150 future Group Directors participated in the Directors Leadership Programme, which provides them with training modules or news days to prepare them to hold strategic positions. Lastly, to raise awareness among executives and Senior Managers of the data of our environment and the need to innovate, the Executive Meetings brought together the Top 100 of GMA and its subsidiaries for conferences, discussions, and workshops. 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 the HR Managers of the companies to discuss the major HR issues of the post ‑ crisis period: teleworking, the layout of workspaces, the appropriation by employees of our Corporate Purpose and our new Ambition, hybrid management, etc. To support the implementation of hybrid mode and develop managerial practices, dedicated courses were offered to Managers in 2022. For example, at GMA, local Managers and their line Managers took part in five 2.5 ‑ hour virtual classes revisiting the key managerial issues around the selected themes: leading a team in hybrid mode; communicating effectively; encouraging collaboration and collective intelligence and uniting; preventing risks specific to hybrid organisations; and evaluating performance and promoting progress. As a business partner, the HR function worked to support the Group’s strategy, its business priorities, and its necessary performance: commercial development, success of major projects, achievement of the targets set by the 2022 ‑ 2024 Podiums, optimisation of interoperability, etc. The Group HR Department thus connects the project teams, the business line Operational Committee concerned, and the HR Operational Committee so that the HR Operational Committee can learn about the “HR support” components to be put in place, a necessary condition for the success of projects (for example, the “PRC 2025”, “ Racine ”, and “ Entreprises et filière d’excellence ” programmes ).

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Universal Registration Document 2022 - GROUPAMA ASSURANCES MUTUELLES