Groupama // Universal Registration Document 2022

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

(c) It should be noted that the results of the 2021 Group employee opinion poll are very satisfactory: 81% participation rate of the Group’s employees (France and international), i.e. , +4 points/ 2018; engagement (and trust) rate: 81%, +5 points/2018, or +4 points above the European Insurance benchmark, the Group’s 2024 target is maintained above the benchmark; collaboration rate: 69%, up 10 points from pro forma 2018. The next employee opinion poll will take place in March ‑ April 2023. Risk of discrimination Preventing this discrimination is an ongoing objective that requires our Group to have processes in place to eliminate any issue in this area. Several types of discrimination can occur: hiring, selection of candidates, and in career management as well, such as during a mobility process. There are nearly 30 discrimination criteria. In addition to the rigorous processes put in place, the occurrence of this risk is mitigated in an underlying way by our characteristic as a caring employer with strong regional roots, allowing us to be attentive to the developments and aspirations of various social groups. Risk control levers Policies and actions have also been implemented for several years: establishment of processes aimed at limiting or excluding this risk: various training courses (and in particular the e ‑ learning “recruiting without discrimination”), functions (a diversity correspondent and/or a disability advisor are appointed in each company and a correspondent appointed ❯ Performance indicator Group absenteeism rate (France + international): 8.1% (7.2% in 2021). The increase came from the France scope, in a context of continued Covid waves in 2022. An active and constructive industrial dialogue. Number of company agreements entered into for 2022: 103 agreements signed (for the DEFP scope) in the regional mutuals and the French and international subsidiaries. Update of two training modules, in e ‑ learning format, for Managers (“e ‑ Quality of Life at Work: a shared responsibility”) and all employees (“e ‑ How to promote well ‑ being at work: everyone involved in QLW”) to raise awareness and train all Group employees on the subject of quality of life at work to enable them to understand their scope and adopt the right behaviours to protect themselves and their colleagues. ❯

2022 focus on the issue of diversity at the Group level who leads the network of company correspondents as part of a minimum of three meetings per year) aimed at deploying prevention policies intended to eliminate or greatly reduce these risks. The aim is to demonstrate through these procedures, on the one hand, its exemplary nature (for example in its recruitment processes, with compulsory training for Managers and recruitment officers), and on the other hand, its commitment to the integration of all skills; the Group has signed the diversity charter and has negotiated for several decades, most recently on 4 June 2021, in voluntary agreements for the hiring, integration, and retention of people with disabilities, but has also included in its agreements (in particular, see the Agreement on Diversity and Equal Opportunities, reviewed in 2021 ) measures to encompass all forms of diversity: in ‑ company parenting, “intergenerationality”, gender equality (including mentoring), measures on the management of the career paths of employees holding elective or trade union office, or measures to support employees who help family members; ❯ (1) openness and support for young people (continued recruitment of work/study participants and trainees, innovative competitions for students, etc. and solidarity actions in favour of young people, including support for associations and the signing of the PAQTE in 2021). ❯ (2) Continued rollout of the new agreement signed in 2021 at Group level, with a reinforced communication plan, (articles every quarter “Le Kiosque”, Group intranet) in connection with existing agreements or action plans (the UDSG and UES plans), which places particular emphasis on helping employees with disabilities, either directly or indirectly through a relative (child or spouse ) with, in particular, the granting of specific paid days of absence and the establishment of an allowance for the parent of a child with disabilities (up to age 20) of up to €1,200 per year. ❯ (3) A support kit was sent to the companies to enable better understanding and communication about this agreement and these challenges (parenting guide, guide on family caregivers, communication plan throughout 2022, etc.). Initiatives such as disability week were continued and strengthened as part of the networks of correspondents and internal communication teams. ❯ Support for caregivers and the social assistance component were promoted as part of the Céla group psychological support system, notably by strengthening communication and awareness ‑ raising initiatives. ❯

(1) (2) (3)

Which replaces the 2008 Agreement on Diversity and Equal Opportunities and its two amendments of 2011 and 2015 as well as the 2010 UDSG agreement and the 2016–2018 UDSG three ‑ year action plan. PAQTE, Pacte avec les Quartiers pour Toutes les Entreprises. The employee’s spouse is understood to be the person with whom the employee is married, bound by a civil solidarity pact (PACS), or cohabiting, regardless of sexual orientation.

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Universal Registration Document 2022 - GROUPAMA ASSURANCES MUTUELLES