NATIXIS_REGISTRATION_DOCUMENT_2017

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

2017 Key Events Events organized during European Disability Employment Week (EDEW) Over the course of EDEW, Natixis offered a program of events centered on innovation and inclusive technologies. Two exceptional projects (bionic hand and exoskeletons) and the Roger Voice app (an app that subtitles phone conversations for the deaf and hearing-impaired) were presented by their designers to Natixis employees. Natixis also took part in the first annual HandiTech Trophy awards organized under the aegis of the Minister of State for Disabled People and the Minister of State for the Digital Sector, both of whom report to the Prime Minister, and handed out the “Employment” award to AsperTeam, the first company to offer comprehensive support to people with autism.

Scope:NatixisFrance.

Disabled workers on staff

2017

2016

2015

Disabled workers on staff

441 3.31 4.44

360

344 2.93 3.94

Direct ratio (a) (as a %) Overall ratio (b) (as a %)

3

4.02

The direct ratio is the ratio of disabled workers to all staff. (a) The overall ratio includes service contracts with disability-friendly companies. (b)

Natixis has also launched various internationalinitiatives in favor of personswith disabilities:in most countriesof operation,there are laws in place to protect employees with disabilities, and Natixisundertakesto promoteopportunitiesfor all employees. Natixis has hired several employees with disabilities at its international offices (e.g. Frankfurt, Milan, Madrid, Moscow). These employeesare providedwith the necessaryarrangements in terms of accessibility, equipment (special chairs and offices) and workmanagement(e.g. adjustedhours and work days). Actively encouraging talented 6.4.3.3 employees Attracting, retaining and developing talented employees is a cornerstone of Natixis’ HR strategy. The Company allocates substantial resources to its talent management and training programs.

Training policy The aim of the training policy is to meet the Company's transformation priorities and to secure career development paths. It meets the bank's changing needs in terms of professions and skills and maintains employee value on the market. The policy is centered on four goals: preparing and supporting transfers within the Company, building managerial skills and consolidating shared practices, strengthening team professionalism,and supportingmajor business line projects and programs. In 2017, effortsalong these lines were focusedon providingnew leadershiptraining courses to all Natixis leaders, ramping up the developmentof digital skills and improvingEnglishskills.

6

2017 Key Event Launch of the “Vodeclic” training platform In the interest of encouraging self-training and helping employees become adept at using office and collaborative applications, an innovative training platform called Vodeclic was rolled out in 2017. The platform provides employee tutorials on hundreds of office and collaborate software programs and applications, training exercises using case studies, evaluations to validate lessons learned, and a program that can be customized to each employee's needs.

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Natixis Registration Document 2017