Groupama // Universal Registration Document 2022

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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

In terms of gender parity, the desire of the companies to develop the proportion of women in management and senior management enabled them to represent 51.5% of Group executives and 24.1% of Executive Managers on average at the end of 2022. The proportion of female Executive Managers may be up to 30% in the Group’s companies. Groupama’s proactive action on gender equality in the workplace, particularly within the framework of collective agreements, covers all levers. These agreements 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. The gender pay equality index shows the results of this policy with very good scores, up to 97 points out of 100. The “Mentoring for Women” initiative also confirms this commitment by bringing together 25 mentors and 25 mentees each year: its third edition ended in spring 2022, making way for a fourth class.

3.5 INTERNAL CONTROL PROCEDURES

3.5.1

CONTROL ENVIRONMENT

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); 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 forty) has a Human Resources Department in charge of HR management and employee relations under the authority of a Chief Executive Officer. activities 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. ❯

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 ❯

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Universal Registration Document 2022 - GROUPAMA ASSURANCES MUTUELLES