NATIXIS - Universal registration document and financial report 2019

NON-FINANCIAL PERFORMANCE REPORT Employee engagement

variable compensation is granted where applicable, based on the V achievement of individual and collective targets. Pursuant to the various regulations in force, and to encourage performance over the long term, a significant portion of variable compensation granted to employees identified as risk-takers may be deferred (from 40% to 70% for the highest amounts). Natixis also encourages its employees in France to contribute to collective performance via incentives, profit-sharing and employee savings mechanisms (employee savings plan and collective pension plan). The compensation policy also incorporates the fundamental objectives pursued by Natixis in terms of equality in the workplace and non-discrimination. To this end, in its latest agreement on gender equality in the workplace, Natixis S.A. renewed its commitments to equal pay between men and women and launched new measures to improve efforts to decrease the wage gap between men and women. In 2019, eight of Natixis’ companies in France took part in a wage equality index (see paragraph on “Gender Equality”). And as required by UK law, in 2019 Natixis London published its annual report on the wage gap between men and women. Natixis also places great importance on the compensation of senior and junior employees. Information on the compensation policy, especially for employee categories whose professional activities have a significant impact on Natixis’ risk profile, is set out in the annual report on compensation policies and practices published each year before the General Shareholders’ Meeting. ESR criteria are factored into Natixis' compensation policy through: the inclusion of Natixis' ESR strategy when determining the Chief V Executive Officer's variable annual compensation; ESR assessment goals set by non-financial agencies for the V long-term incentive plan for members of the Senior Management Committee, the inclusion of ESR criteria (paper and energy consumption) V in Natixis' profit-sharing agreement; the inclusion of additional specific ESR goals in certain Natixis V subsidiary incentive schemes. SRI certification of half of employee savings schemes (PES and V PERCO).

Natixis Internationalization As Natixis continues its international expansion, a support program has been implemented to help employees make the cultural adjustment. The program includes a variety of initiatives, such as: the development of international Short-Term Assignments (STAs) V with the aim of sharing practices among employees and developing their intercultural skills. Over 39 STAs have been conducted in 2019, of which 10 were still in progress at December 31, 2019. the implementation of a vast English program to promote English V as a working language, with initiatives and training tailored to the employee’s needs; training programs to promote interculturalism among teams . V The international internal transfer policy remains applicable to Natixis as a whole.

Promoting a positive 6.6.1.2 employee experience

To promote a positive employee experience, Natixis regularly supports and measures employee engagement, monitors quality of life in the workplace, and takes an inclusive approach to diversity.

Employee engagement Compensation policy

Natixis’ compensation policy is structured in such a way as to promote employee engagement over the long term and increase the Company’s employer appeal, while discouraging excessive risk-taking. Each year, Natixis conducts a study comparing its compensation levels to the external market in a bid to remain competitive. The compensation policy strictly complies with regulations in Natixis’ countries and sectors of operation, including CRD IV, the French law on the separation and regulation of banking activities, Volcker, AIFMD, UCITS V, MiFID II and Solvency. It also meets transparency requirements vis-à-vis its external stakeholders, such as the ACPR, the ECB and the AMF, but also internal stakeholders. A compensation logbook gives Natixis employees in France an individualized view of their salary, additional forms of compensation, social security coverage, and employee savings plan for the previous year. The compensation policy is centered on three components and reflects both individual and collective performance: fixed compensation reflects, at the individual level, the skills, V responsibilities and expertise expected for a position, as well as the ole and importance of duties in the organization;

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2019