NATIXIS // 2021 Universal Registration Document

CORPORATE GOVERNANCE Compensation policy for corporate officers

Chairman of the Board 2.3.3 of Directors The compensationof the Chairman of the Natixis Board of Directors is determined by the Board of Directors in consideration of the Chairman’s experience and by benchmarking against the market. Laurent Mignon’s gross annual fixed compensation for his duties as Chairman of the Board of Directors is €300,000 and has remained unchanged since 2018. In accordance with the principles approved by the General Shareholders’ Meeting on May 28, 2021, Laurent Mignon received gross compensation of €300,000 for fiscal year 2021 in connection with his duties as Chairman of the Natixis Board of Directors. It should be noted that Laurent Mignon was appointed Chairman of the Board of Directors of Natixis on June 1, 2018, until the General Meeting of Natixis in 2023 called to approve the financial statements for the fiscal year ended on December 31, 2022. In addition, the criteria for appointing and dismissing the Chairman of the Board of Directors are set out in Article L.225-47of the French Commercial Code. Chief Executive Officer 2.3.4 Fixed compensation The fixed compensationfor the Chief ExecutiveOfficer is established based on the skills and expertise required to perform his duties and is in line with market practices for similar roles. The fixed compensationof the Chief Executive Officer for fiscal year 2021 was of €800,000 gross until the end of August, then of €1,000,000 from September 1, i.e. €866,667 for Nicolas Namias over 2021.

Annual variable compensation Furthermore, the compensation of the Chief Executive Officer is closely tied to the Company’s performance, especially through annual variable compensation that is contingent upon the achievement of predetermined targets. Details regarding these targets and the extent to which they have been achieved at the end of the period, are assessedby the Board of Directors after consulting with the CompensationCommittee. The criteria include quantitative objectives relating to the financial performanceof BPCE and Natixis, and strategic objectives as well, including in terms of ESR. The annual target variable compensation for 2021 is €1.2 million corresponding to 100% of the fixed compensation, plus the target of the long-term incentive plan (LTIP CDG) of 20% of fixed compensation, which was not awarded in 2021. The terms of payment of the Chief ExecutiveOfficer’sannual variable compensation comply with applicable regulations, especially regulatory provisions relating to supervision of compensation as provided for by the European Directive CRD V of May 20, 2019. In particular, the payment of a fraction of the variable compensation awarded is deferred over time, is conditional, and is subject to the condition of presence and performance criteria. The deferred portion of the variable compensation awarded represents at least 40% of the variable compensation awarded and 50% of the annual variable compensationis indexed to the change in Groupe BPCE’s Net Income Group Share. As a reminder, the Chief Executive Officer is prohibited from using hedging or insurance strategies, both during the vesting period for components of deferred variable compensation and during the lock-up period. The objectives defined for fiscal year 2021 were as follows:

2

25 % Quantitative criteria BPCE’s financial performance

30 % Strategic criteria

45 % Quantitative criteria Natixis’ financial performance

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2021