Groupama // Universal Registration Document 2022

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

Also in 2022:

2022 focus on the issue of respect for employees Social protection (health, protection, and pension policies) is one of the themes of the industrial dialogue. ❯ In recent years, many legal or regulatory changes (responsible contracts, 100% health, etc.) have been taken into account. In view of the impact of the health crisis and its consequences on the results of these schemes (Covid taxes on supplementary health insurance), it was also necessary to be much more vigilant in monitoring the technical results of 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 the participation contribution to supplementary pension schemes in recent years. The new agreement on quality of life at work of April 2022 renews the QLW representatives and three monitoring committee meetings per year and focuses on preventing psychosocial risks at the Group level (stress, moral and sexual harassment, gender ‑ based acts, external and internal violence, and even domestic violence) and promoting the quality of life at work through a range of tools (balance between personal and professional life in particular with ❯ the ethics charter, which 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 and the appointment of RHQLW ‑ RPS coordinators/prevention officers, who ensure the prevention of psychosocial risks among other things. At the Group level, the Quality of Life at Work (QLW) committee meets several times a year to discuss major projects on an equal footing with the industrial partners. ❯ At the European level, the subsidiaries have also incorporated a risk prevention and management policy. A Joint Declaration on the Quality Of Life At Work has been signed by the industrial partners at the European level and is monitored once a year by the European Works Council, listing all the practices in this area in each country represented on it; the industrial partners in the companies are closely monitoring these issues; the companies are developing prevention policies on many aspects (RPS, TMS, CELA system, etc.), in particular through the single documents on the prevention of psychosocial risks and the PAPRIPACT prevention policies on many aspects (RPS, TMS, Céla, etc.); ❯ (2) in each company: a confidential, secure whistleblowing system that can be activated by each employee is available on the intranet; ❯ in logistics: control and monitoring of regulatory obligations and Business Continuity Plans. ❯

In 2022, the Group had five companies certified as Top Employer: two in France (Groupama Assurances Mutuelles and Groupama Loire Bretagne) and three internationally (Groupama Assicurazioni, Groupama Asigurari, and Groupama Sigorta). The Top Employer certification is an audit of HR practices, which compares them with the best practices recognised in each country. To be certified, the Company must complete a detailed HR Best Practices Survey (600 HR practices). in October, by those with two to three years of higher education: the Group was recognised by Universum as one of the preferred employers of these students. Another distinction for our Group: it is also one of the top 10 companies that promote the work ‑ life balance for those with two to three years of higher education. ❯ March 2022. The Group’s companies obtained gender pay equality indexes, most of which were between 84/100 and 97/100. These results reflect the continued mobilisation of women and men for many years to promote gender equality in the workplace. Additional diversity indicators rate of female executives/number of executives: 50.9% (50.1% in 2021); ❯ rate of female senior executives/number of senior executives: 26.2% (stable/2021). ❯ Work/study: 1,054 work/study trainees (France) - (980 in 2021), rate of conversion of work/study trainees to fixed ‑ term or permanent contracts: 21.7% (24.2% in 2021). ❯ Group disability: 1,228 employees with disabilities (1,117 in 2021), i.e. , 4.4% of the total workforce on permanent contracts. ❯ Permanent contract rate: 97.9%. ❯ France disability: 1,160 employees with disabilities (1,043 in 2021), 97.8% on permanent contracts. ❯ 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. Everything concerning working conditions and the safety of people and property is highly regulated. Regarding the implementation of risk identification and prevention policies, examples include: Groupama is listed in the 2022 Universum ranking of the most attractive companies. And twice over, since students and Managers have recognised us as an employer of choice; ❯ (1) in June, by experienced professional with five years of higher education: 1 place in the business executives “Development and Professional Training” category, which is one of the key elements of our employer value proposition; ❯ st Performance indicator Gender equality (Group):

(1) (2)

Universum is an HR communication/employer branding institute. As the global leader in employer branding, Universum is present in more than 20 countries to enable employers to attract talent through data analytics. Annual programme for the prevention of professional risks and the improvement of working conditions.

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Universal Registration Document 2022 - GROUPAMA ASSURANCES MUTUELLES