NATIXIS - Universal registration document and financial report 2019

6 NON-FINANCIAL PERFORMANCE REPORT Employee engagement

the same complementary healthcare insurance for all Natixis V France employees; measures to address employees with disabilities, including a V Group-wide policy covering the professional integration and retention of employees with disabilities, and an allocation for children with disabilities.

employer-employee communications and the career path of employee representatives. Within the Natixis scope, since 2017, strategic dialog with representative unions has taken place through the Strategy and Transformation Dialog Committee aimed at establishing a better understanding of the strategy and the transformation of the business lines.

Employer-employee communications

A BPCE Agreement, applicable to Natixis, covering the careers of employee representatives, reflects the importance placed on

Four agreements applicable to the Natixis France scope were signed in 2019:

2018 Natixis France agreement

Signing date

2019 wage agreement

24/01/2019 13/03/2019 28/06/2019 02/09/2019

Agreement on social dialog

Amendment No. 1 to the NI profit-sharing agreement of June 27, 2018 Agreement on the payment of an additional profit-sharing bonus for 2018

In addition to these overall agreements, several agreements were signed by Natixis’ French entities in 2019, including nine by Natixis S.A. Change management Strategic Workforce Planning (SWP) mechanism Under the collective bargaining agreement, Natixis formally defined an SWP mechanism aimed at anticipating the bank’s changing needs in terms of workforce roles and skills to further its development. The agreement covers four areas: Management of jobs and transformations , with the aim of V developing a forward-looking view of role changes and defining support measures for employees in positions undergoing change; Mobility, career management and training , with the aim of helping V each employee adapt to changes and grasp new career opportunities; Structural change management , with the aim of establishing a V common framework to support employees during restructuring operations with impacts on employment; Inter-generational cooperation and transmission of skills , with V the aim of promoting the hiring of young employees and developing a “responsible” policy for older staff. Change management approach The “Change@Natixis” method in place since 2018 helps to address the human aspects of change management by serving as a frame of reference for any major transformation. The method was established in-house out of a need to better pre-empt the impact of transformation projects on working conditions, and to improve how the human aspects of change management are taken into consideration. In 2019, an awareness campaign as well as specific training dedicated to key staff involved in the change-management process (the Leadership Circles, HR managers, project managers, etc.) were developed. Of note was the Change Leaders program which provides specific training for leaders and the human resources teams that support them.

Simplified structures and a new leadership model In 2018, Natixis launched its program to simplify the organization by: reducing the number of managerial levels and making teams V larger; recognizing talented employees by creating three leadership roles: V manager-leaders, who focus on team development and activity oversight; project leaders, who manage strategic and cross-business projects; and expert leaders, who focus on the development and dissemination of specific expertise; applying a new leadership model to guide the actions of all leaders V and help them drive the Company’s transformation. This move to simplify the organizational structure aims to make the Company more agile and empower its employees, to facilitate decision-making and to foster initiative and innovation. It has been accompanied by efforts to promote the view that leadership is no longer reserved for management. The simplified organizational structure was deployed in 2019 throughout the Natixis-managed scope. Newways of working Designed to simplify work on a daily basis and to facilitate cooperation among teams and job mobility, the Easy program is a collection of initiatives launched in 2017 such as the testing of new workspace arrangements and deployment of new tools to promote more interactive, collaborative and agile working methods. The program continued in 2019, with more than 77% of staff being issued laptops, training sessions on new collaborative working tools, and the provision of new workspaces, known as “Workplaces” for over 3,500 staff, allowing more interactive, collaborative and agile working methods. The Easy program is underpinned by a network of more than 400 correspondents — Easy Pilots — who have been specifically trained in digital tools and facilitate the development of new working habits on a daily basis.

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2019