NATIXIS_REGISTRATION_DOCUMENT_2017

6 ENVIRONMENTAL AND SOCIAL RESPONSIBILITY Internal mobilization and management of our direct impacts

2017 Key Event Internal mediation pilot program

In 2017, Natixis tested an internal mediation service to resolve interpersonal conflicts. A team of mediators (dubbed the “Feedback & Mediation Team”), made up of six non-HR employees, was created and trained by the French Mediation Institute.

Workplaceaccidentsand absenteeismdue to illness Scope:NatixisFrance(managedscope)

France

2017

2016

2015

Frequency of workplace accidents (a) (by number per million hours worked)

7.17 0.17

5.80 0.11

6.66 0.14

Severity of workplace accidents (b) (by number of days of incapacity per thousand hours worked) Absenteeism due to illness (including for occupational illnesses) (c) (as a %) Frequency rate: (number of accidents with leave/hours worked) x 1,000,000, source INSEE. (a) Severity rate: (number of days lost due to temporary incapacity/hours worked) x 1,000, source INSEE (b) It is not possible to isolate days of sick leave related to occupation illness. (c)

2.7

2.8

2.5

employees, and the professional integration and retention of employeeswith disabilities.

Noteworthyinternationalinitiativesincluded: In Frankfurt , “Health Day” was organized in September 2017 and included a host of activities: prevention of back pain, eye exams, shiatsu massage, meditation, balanced nutrition, etc. Natixis Frankfurtalso offers preventivehealth assessmentswith, if necessary,the provisionof specialchairs and office equipment, and medicalsupervision. In Milan , a partnership was set up with a cancer research associationthat providesinformationand trainingsessions. In Dubai , healthcareprofessionalsoffer health assessmentsand raise employee awareness on the importance of good posture and methodsto alleviatetensionand reducestress. In Moscow , as of 2017 Natixis employees receive two annual medicalexams. Diversity and equal opportunity As a signatory of the diversity charter since 2009, Natixis is committed to preventing discrimination in every form and at every stage of Human Resources management, including recruitment,training and managementof its employees’careers. With the support of a dedicated diversity and disability management team, and a network of contacts in the business lines, it has established a policy designed to capitalize on the diversityof profiles,experiencesand skills in its employeebase. In 2017, Natixis focused on continuing its initiatives to promote diversity in four key areas: gender equality in the workplace, continued employment of older employees, hiring of young

Gender equality in the workplace Within the scope of Natixis France, seven companies have establisheda collectivebargainingagreementon gender equality in the workplace. Within the scope of Natixis S.A., a 3-year agreement(2017-2019)calls for the implementationof concrete initiatives centered on six priorities: hiring and employment, compensation and wage equality, career development and promotions, professional training, the work/life balance and parenting,communicationand awareness-raising. The progressachievedby Natixiswas recognizedby certification body AFNOR, which granted Natixis “Professional Equality” certification in early 2017. This certification will be subject to regularaudits. In terms of training, Natixis has set up two talent development programsfor its femaleemployees: “Réussir sa carrière au féminin” (achieving success in your a career as a woman)for managersand experiencedexecutives. 253 femaleemployeesof Natixis in France have participatedin the program,establishedin 2011, including51 in 2017; “Progresser au féminin” (moving forward in your career as a a woman)for female technicalstaff, with the aim of giving them the keys to defining their career path, confirming their ambitions and developing their leadership skills. 100 female employees of Natixis in France have participated in the program,establishedtwo yearsago, including36 in 2017.

2017 Key Event First Annual Shadowing Day

Natixis invited 20 female students from business and engineering schools to take part in Shadowing Day: each student shadowed a female mentor to see what a typical day working at Natixis is like. There was a twofold objective for Natixis: raising the awareness of young women about occupations in the financial industry and encouraging them to pursue jobs that are still predominantly held by men.

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Natixis Registration Document 2017