NATIXIS // 2021 Universal Registration Document

2 CORPORATE GOVERNANCE

Management and oversight of corporate governance

a balanced representation of women and men within the Board V (with a long-term gender balance of at least 40%) and as regards the Chairmanship of its special Committees; a balance in terms of directors’ seniority with, on the one hand, V the term of office of director set at four years and, on the other hand, the rule for determining independence (for independent directors, not having been a director for more than 12 years when reappointed); and international outreach with regard to Natixis’ activities and V geographical deployment. This policy will be applied when a new director is appointed and when the Appointments Committee and the Board perform their annual review of the Board’s composition. Accordingly, whenever a director is appointed, a “fit and proper” report outlining the candidate’s experience and skills, as well as their status with respect to other offices held simultaneously, availability, integrity and conflicts of interest, accompanied by their résumé, is sent to the members of the Appointments Committee for review. The Committee then provides the Board with its opinion. It is specified that the Appointments Committee favors the complementarity of skills and the diversity of cultures and experiences in order to have sufficiently rich and varied profiles. Implementation and monitoring of the diversity policy The Board of Directors (and its Appointments Committee) regularly examines the best way to balance its membership and that of its Committees. To this end, the Appointments Committee periodically assesses, at least once a year, the structure, size, membership and effectiveness of the Board with regard to the missions assigned to it and submits any useful recommendations to the Board. Skills and expertise of the members of the Board of Directors As part of the review of the Board’s diversity, at its meeting of December 3, 2021, the Appointments Committee examined an updated mapping of the skills and expertise of Board members to assess the level of knowledgeand expertiseof each director for each area of expertise considered (including the four Natixis business lines and eleven other areas of expertise). Analysis of this mapping revealed a great diversity and complementarity in terms of the directors’ knowledge, skills and experience. In accordance with the opinion of the Appointments Committee, the Board of Directors, at its meeting of December 13, 2021: noted that the evaluation of the balance and diversity of V knowledge, skills and experience that the Board members have, both individually and collectively, had provided satisfactory results; and determined the qualifications deemed necessary for the duties to V be performed within the Board of Directors as presented to it for fiscal year 2022.

B – Procedure for staggering terms of office In accordance with the staggered appointments procedure initiated at the Combined General Shareholders’ Meeting on May 23, 2018, the current terms of office expire as follows: 2022 AGM Dominique Duband, Philippe Hourdain, Anne Lalou, Laurent Seyer 2023 AGM Laurent Mignon, BPCE (represented by Catherine Halberstadt), Didier Dousset, Catherine Pariset, (and Henri Proglio - non-voting member) 2024 AGM Dominique Garnier, Laurent Roubin, Sylvie Garcelon 2025 AGM Catherine Leblanc, Christophe Pinault, Diane de Saint Victor and Nicolas de Tavernost In line with this procedure, the Ordinary General Meeting of May 28, 2021 appointed three directors (Catherine Leblanc, Christophe Pinault and Diane de Saint Victor) following their resignation to promote a harmonious staggering of their terms of office. C – Diversity policy of the Board of Directors Convinced that the quality of the Board of Directors should be assessed in the light of the complementarity of the profiles and ethics of its members, Natixis has implemented a diversity policy pursuant to Article 7.2 of the Afep-Medef code. The initial version of this policy was approved by the Board of Directors at its meeting of February 12, 2019 and updated on December 17,2020. This diversity policy highlights the specific characteristics of Natixis’ governance as well as the skills that the Board of Directors must bring together, with the appropriatenessof the directors’ profile being assessedwith regard to the collective and balanced representation of skills, as illustrated by the skills map detailed below. Diversity policy statement The objective of the Natixis Board of Directors’ diversity policy is to ensure that members of the Board are able, at all times, to make informed, judicious and objective decisions by taking into consideration Natixis’ business model, its risk appetite, its strategy and the markets in which Natixis operates, and secondly, to challenge and monitor the decisions taken by Senior Management. In addition to the rules governing the composition of the Natixis Board of Directors, this policy describes the criteria used to ensure the diversity of the Board, in particular: the knowledgeand qualificationsneeded to perform the duties of V a Board member , in particular in relation to Natixis’ specific activities (solid understandingof the banking and financial sector, financial management and the accounting principles applicable to credit institutions, corporate management, risk management and internal control, corporate strategy, technologies and digital transformation, Human Resources, international development, the regulatory environment, governance social and environmental responsibility);

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2021