NATIXIS - 2018 Registration document and annual financial report

6 NON-FINANCIAL PERFORMANCE REPORT Employee mobilization

Mobility and internationalization Mobility

2018, for a total of 1,031 hires (i.e. 95% of all hires completed). Over 6,000 résumés are managed in the internal job pool. The Human Resources Department set up an online mobility solution named My Purple Career in 2018 and over half of vacancies are now filled by internal transfers (55.7% in the managed scope in France).

Internal mobility is a contributing factor to the Company’s performance and forms the core of Natixis’ career management system. The Mobility and Hiring Team was further developed in 2018: the team was entrusted with filling over 89% of job openings in

MOBILITY (1) ■

Scope: Natixis France and International (managed scope)

France

EMEA

North & South America

Asia-Pacific

TotalWorldwide

2018 (a)

2017 (a)

2016 (b)

2018 (a)

2017 (a)

2016 (b)

2018 (a)

2017 (a)

2016 (b)

2018 (a)

2017 (a)

2016 (b)

2018 (a)

2017 (a)

2016 (b)

Number of internal transfers

1,148

1,044

838

28

42

16

172

135

17

27

21

9

1,380

1,242

880

Internal transfer rate (%)

9.3

8.4

6.9

2.4

4.4

1.9

23.1

19.3

2.6

4.0

3.5

1.7

9.3

8.5

6.2

Job openings filled through internal transfers (%) Internal transfers between divisions (%)

55.7

58.9

50.3

7.7

14.2

13.8

55.8

51.5

15.5

15.5

13.0

6.6

47.4

49.9

43.0

13.5

10.8

16.8

3.6

7.1

25.0

2.3

0.7

5.9

11.1

-

11.1

11.8

9.4

16.7

Cross-functional transfers have been included since 2017. (a) No pro-forma data including cross-functional transfers. (b)

risk-taking. Each year, Natixis conducts a study comparing its compensation levels to the external market in a bid to remain competitive. The compensation policy strictly complies with regulations in Natixis’ countries and sectors of operation, including CRD IV, the French law on the separation and regulation of banking activities, Volcker, AIFMD, UCITS V, MiFID II and Solvency. It also meets transparency requirements vis-à-vis its external stakeholders, such as the ACPR, the ECB and the AMF, but also internal stakeholders. A compensation logbook gives Natixis employees in France an individualized view of their salary, additional forms of compensation, social security coverage, and employee savings plan for the previous year. The compensation policy is centered on three components and reflects both individual and collective performance: fixed compensation reflects, at the individual level, the skills, a responsibilities and expertise expected for a position, as well as the role and importance of duties in the organization; variable compensation is granted where applicable, based on a the achievement of individual and collective targets. Pursuant to the various regulations in force, and to encourage performance over the long term, a significant portion of variable compensation granted to employees identified as risk-takers may be deferred (from 40% to 60% for the highest amounts); Natixis also encourages its employees in France to contribute to collective performance via incentives, profit-sharing and employee savings mechanisms (employee savings plan and collective pension plan).

Internationalization As Natixis continues its international expansion, an ambitious program has been implemented to help employees make the cultural adjustment. The program includes a variety of initiatives, such as: the development of international Short-Term Assignments a (STAs) with the aim of sharing practices among employees and developing their intercultural skills. Over 79 STAs have been conducted since the program was launched, including 39 in 2018; the establishment of a vast English program promoting a English as a working language, with initiatives and training tailored to the employee’s needs; training programs to promote interculturalism among teams . a Promoting a positive employee 6.6.1.2 experience To promote a positive employee experience, Natixis regularly supports and measures employee engagement, monitors quality of life in the workplace, and takes an inclusive approach to diversity.

Employee engagement Compensation policy

Natixis’ compensation policy is structured in such a way as to promote employee engagement over the long term and increase the Company’s employer appeal, while discouraging excessive

Internal transfers are recorded by country/region of arrival. (1)

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Natixis Registration Document 2018