NATIXIS - Universal registration document and financial report 2019

6 NON-FINANCIAL PERFORMANCE REPORT Employee engagement

France

2019

2018

2017

Average gross annual compensation of staff under permanent contracts (a) (excl. profit-sharing, incentives and employer contributions to the Company savings plan) (in thousands of euros)

89.7 (b)

83.1

80.8

2.8 (c) 5.6 (c)

2.9 5.7

2.4 5.2

Average profit-sharing bonus (in thousands of euros) Average incentive bonus (in thousands of euros)

Average gross employer contribution paid in respect of the Company savings plan and the collective pension plan (PERCO) (in thousands of euros)

3.3 (c)

3.4

3.2

Average gross annual compensation is calculated based on full-time permanent employees (a) Excluding Specialized Financial Services (SFS), disposed on 01/04/2019. It should be noted that the average gross annual compensation of staff under (b) permanent contract in 2018, restated for the exclusion of the SFS division, would be 90.0). Including the Specialized Financial Services (SFS) division. (c) Note: The overall contribution amount paid in 2019 totaled €38.67 million (€43.76 in 2018 and €40.55 in 2017)

France

2019

2018

2017

Accounting consolidation scope (a) Profit-sharing bonuses (in millions of euros) Incentive bonuses (in millions of euros)

41.5 82.9

42.2 83.6

33.9

74.1 On the accounting consolidation scope: mandatory employee profit totaled €40.1 million in 2019, €43.9 million in 2018, and €51.2 million in 2017; voluntary (a) employee profit sharing totaled €96.3 million in 2019, €108.6 million in 2018, and €127.4 million in 2017. N.B. Total payroll costs (wages and salaries, profit-sharing and incentive schemes) are also reported in Chapter 7.6 “Operating expenses”

employees’ life-work balance (75%). Employees’ perception of the impact of new working environments and digital on efficiency has

Employee Opinion survey

Natixis allows all its employees to complete an internal survey every two years. This survey measures employee engagement and the impact of HR policies, identifies areas for improvement in the Company as a whole and in each entity, and gives rise to action plans. Over 12,000 members of staff completed the survey in October 2018, a record participation rate of 77%. The employee engagement rate remains high (69%) as does pride in being part of Natixis (79%). There is a high level of satisfaction in terms of

improved sharply (72%).

Employee expression Natixis organizes regular events to allow all members of staff to express their opinions through idea-sharing challenges in various areas such as data or quality of life in the workplace.

2019 KEY EVENTS Smart & Simple challenge

Under the impetus of Natixis’ Senior Management Committee, the Smart & Simple Challenge for sharing ideas was launched in 2019 to encourage employees to become actors of change within the company. Employees were invited to connect to a platform and put forward their ideas on ways to simplify their everyday life at work. 220 ideas came out of the challenge, and four were selected by the members of the jury for implementation. The challenge gave participants the opportunity to be part of a collaborative and cross-business experience across the organization.

Natixis continued rolling out its telecommuting program in France, with more than 5,000 telecommuters at end-December 2018, or 54.4% of Natixis employees in France. A new agreement signed in 2018 renewed most of the existing terms while relaxing eligibility rules and the terms of application. There was a 100% satisfaction rate among participating employees both in terms of their well-being and their performance. More than 96% of managers have provided very positive feedback on the telecommuting system. In terms of well-being in the workplace, to make everyday life easier staff now benefit from a concierge service at the Austerlitz and Charenton offices.

Quality of life at work In 2015, the Senior Management Committee signed the 15 Work/Life Balance Commitments charter. The charter was an initiative of the French Ministry of Social Affairs, Health and Women’s Rights, and the OPE (French observatory aimed at improving the balance between work and home life), and it encourages signatory companies to take action in favor of a better life-work balance. Through its Work & Life program, Natixis is committed to pursue its efforts undertaken in 2019 to improve quality of life in the workplace via four objectives: ensuring conditions that enable employees to deliver high-quality work are met, improving the quality of relations and cooperation, improving well-being in the workplace, and better addressing the human aspects of transformation projects. According to the Employee Opinion survey, employees’ perception of quality of life in the workplace improved in 2018, with an average score of 6.7/10.

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2019