Groupama // Universal Registration Document 2022

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

The PSR prevention plan was rolled out throughout 2022 with: the development and enhancement of the Céla psychological support system in conjunction with a new service provider, Qualisocial, with the possibility for employees to participate in QLW webinars; ❯ the organisation of events as part of the national quality of life at work week. ❯ the strengthening of the prevention culture within Groupama Assurances Mutuelles with the recruitment of an occupational psychologist and the scheduling throughout the year of workshops and webinars on topics of quality of life and health at work; ❯ the implementation of actions aimed at strengthening the support provided to management, with the deployment of a Manager path in hybrid mode and the regular organisation of information meetings for them; ❯ the establishment of dialogue spaces and dedicated time for discussion by team on difficulties encountered, including the workload; ❯ raising employees’ awareness of best digital practices through a guide on the proper use of digital tools and the rules of good behaviour in open spaces (distribution of a charter); ❯ the implementation of actions to promote relations within the working group, with the provision of collaborative working tools accompanied by the necessary training. ❯ In addition, as an extension of the national campaign aimed at members, Groupama Assurances Mutuelles has begun to train all of its employees in “gestes qui sauvent” (life ‑ saving techniques). For prevention actions for employees, see also “Prevention” in section 4.2.2.3. Promotion of and compliance with the stipulations of the ILO fundamental conventions The Group reiterates its commitment to respect the stipulations of the International Labour Organisation (ILO) fundamental conventions in its ethics charter, deployed in all of its companies and brought to the knowledge of all of its employees. The ethics charter also recalls that the Group fully adheres to the recommendations or commitments made by the Universal Declaration of Human Rights and the European Convention of Human Rights, the OECD Guidelines for Multinational Enterprises, the ten principles of the UN Global Compact, and the EU Charter of Fundamental Rights. (1)

In terms of respect for employees and quality of life, 2022 was particularly marked by: Updating in 2022 of the internal bylaws and several of its appendices (ethics charter and Code of Conduct) to take into account changes in regulations regarding the protection of whistleblowers. This update will give rise to information and consultation of all Group companies’ CSEs in late 2022/ early 2023. ❯ the safety of all employees in the context of the continuation, at the beginning of 2022, of the Covid ‑ 19 health crisis: exceptional and extended remote working for “teleworkable” jobs based on government recommendations, strict compliance with social distancing measures, limiting travel, etc.; ❯ the increase in the prevention of psychosocial risks and the QLW policy: this resulted in, within Groupama Assurances Mutuelles, the commitment of a new approach to diagnosing psychosocial risks in order to ensure that the measures put in place were still appropriate or if they should be adapted to protect employees. All employees were invited to complete a survey (Karasek questionnaire). Those diagnosed with the highest risk participated in group interviews to enable an action plan to be drawn up. In addition, Managers were made aware of the prevention of PSRs during exceptional and extended teleworking (support by the HRD, dedicated form, webinars, etc.); ❯ in addition to the employee opinion poll, regular monitoring of the social climate to allow employees to express themselves and share their state of mind (for example, the “Your true opinion” survey within Groupama Assurances Mutuelles); ❯ support for employees and Managers in transforming working and collaboration methods (hybrid working environment, rollout of “flex per team”); ❯ the establishment of working groups involving employees and employee representatives for major projects such as “flex per team”; ❯ teleworking, the right to disconnect, and support for change) and direct assistance to employees who need it (Céla scheme comprising several components including psychological support, social assistance, assistance for family caregivers, and a component of promoting quality of life at work through access to multiple resources in this area). As mentioned above, a support kit was sent to the companies to enable better understanding and communication about this agreement and these challenges (guide, e ‑ learning for employees and Managers, etc.).

(1) Organisation for Economic Cooperation and Development.

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Universal Registration Document 2022 - GROUPAMA ASSURANCES MUTUELLES