NATIXIS // 2021 Universal Registration Document

7 ACCOUNTABILITY REPORT ENVIRONMENTAL AND SOCIAL RESPONSIBILITY 2021 Human Resources management and employee commitment

2021 KEY EVENT New IT training partnership

An innovative program was launched with the Simplon School and EA DSI (an adapted and socially responsible company) to train 15 people with disabilitieswho are isolated from the labor market to be trained in IpTrofessions.

Lastly, each year, Natixis raises awareness among its employees through the Handi’days during the European week for the employment of people with disabilities (Disability awareness through Role Reversal – Handi’days 2020 & 2021). Natixis also took part in several specialized job forums such as Hello Handicap, Paris pouremploi and the THESSEC forum.

Compensation policy 7.5.1.6 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 risk-taking. Each year, Natixis conducts a study comparing its compensation levels to the external market in a bid to remain competitive. The compensationpolicy strictly complieswith regulations in Natixis’ countries and sectors of operation, including the CRD V, the French law on the separation and regulation of banking activities, AIFMD, UCITS, MiFID, IDD 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 EmployeeSavingsPlan 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, 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 the achievement of individual and collective targets. Pursuant to the various regulations in force, and to encourage performanceover the long term, a significant portion of variable compensationgranted to employees identified as risk-takers in the meaning of CRD 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).

The compensation policy also incorporates the fundamental objectives pursued by Natixis in terms of equality in the workplace and non-discrimination. To this end, in its latest agreement on gender equality in the workplace, Natixis S.A. renewed its commitments to equal compensation between men and women by allocating a specific annual budget of 0.20% of fixed salaries in order to remove the fixed compensation gaps identified and not justified between men and women, and launched new measures to improve efforts to decrease the wage gap between men and women. Natixis also places great importance on the compensationof senior and junior employees. Information on the compensation policy, especially for employee categorieswhose professionalactivities have a significant impact on Natixis’ risk profile, is set out in the annual report on compensation policies and practices published each year before the General Shareholders’ Meeting. ESR criteria are factored into Natixis’ compensation polictyhrough: the inclusion of Natixis’ ESR strategy when determining the Chief V Executive Officer’s variable annual compensation; the inclusion of ESR criteria (paper and energy consumption) in V Natixis’ profit-sharing agreement; the inclusion of additional specific ESR goals in certain Natixis V subsidiary incentive schemes; the open-ended funds of the PES and PER Collective Employee V Savings Plans labeled SRI or incorporating ESG criteria.

Management scope France

2020

2019

2021

Average gross annual compensation of staff under permanent employment contracts (a) (excl. profit-sharing, incentives and employer contributions to the Company savings plan ) (in thousands of euros)

88.5

88.4

89.7 (b)

Average profit-sharing bonus (in thousands of euros) Average incentive bonus (in thousands of euros)

2.0 4.9

2.8 (b) 5.0 (b)

2.8 (c) 5.6 (c)

Average gross employer contribution paid in respect of the Company savings plan (PEE) and the collective pension plan (PERCO) (in thousands of euros)

3.3

3.2 (b)

3.3 (c)

Note: The overall contribution amount paid in 2021 totaled €36.64 million (€35.76 million in 2020 and €38.67 million in 2019). Average gross annual compensation is calculated based on full-time permanent employees. (a) Excluding Specialized Financial Services division (SFS), disposed on 01/04/2019. (b) Including the Specialized Financial Services (SFS) division. (c)

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2021