NATIXIS - Universal registration document and financial report 2019

NON-FINANCIAL PERFORMANCE REPORT Employee engagement

Natixis also signed the Cancer@work charter, undertaking to provide better support to employees suffering from cancer or a chronic illness. In 2019, Natixis took part in the associations events, including a "job dating" event aimed at candidates looking to return to the working world. Occupational health and safety Natixis has undertaken a number of initiatives within the scope of Natixis S.A. to encourage a proactive policy to prevent stress in the workplace and psychosocial risks. With the Stress Observatory, employees can complete a stress questionnaire during their periodic medical exam. From a company-wide standpoint, the observatory maintains a statistical database used to measure the global stress level of staff and how it changes over time, based on organizational and geographic criteria. The results are presented each year to the CHSCT (the Health, Safety and Working Conditions Committee).

The international offices also organized several initiatives. For example, wellness/health days or wellness weeks were organized throughout the EMEA region during the year.

On the medical front, Natixis S.A. has an occupational health center to provide its staff with complete medical care. Natixis also has a social service staffed with full-time social workers. For every 11 employees, Natixis SA and all its subsidiaries have a dedicated CSE tasked with promoting ways of improving health, safety and working conditions at the workplace. Various initiatives, such as preventive campaigns organized by Natixis’ staff physician and provision of a 24/7, 365-day-a-year psychological support service available from the office or home, are in place to improve health and well-being in the workplace.

Workplace accidents and absenteeism due to illness Scope: Natixis France (managed scope)

France

2019

2018

2017

Workplace accidents

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

6.11

6.61

7.17

Severity of workplace accidents (b) (number of days of incapacity per thousand hours worked)

0.13

0.23

0.17

Absenteeism due to illness (including for occupational illnesses) (c) (as a %)

2.9

3.0

3.0

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 occupational illness. (c)

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In addition, in 2019 Natixis was part of the publication of a wage equality index between men and women that involve eight of its companies in France. The index is composed of five indicators that give a score out of 100. Every year, a legal entity uses the index to measure equality in the workplace between men and women: gaps in wages, individual salary increases and promotions, the percentage of women who receive an increase after maternity leave, the number of employees of an under-represented sex among the 10 highest-paid positions. 75% of Natixis’ indexes were above 75% — the threshold from which corrective action is required. Natixis set gender equality targets in its New Dimension strategic plan, (women accounting for 20% of members of the Senior Management Committee, 30% of Global Leaders — inner leadership circle, 40% among Purple Leaders — extended leadership circle). These objectives were applied in the business lines in 2018. These targets are reviewed by the Senior Management Committee every quarter. In terms of training, Natixis has set up a talent development program for its female employees: “Réussir sa carrière au féminin” (achieving success in your career as a woman) for managers and experienced executives. 392 female employees of Natixis in France have participated in the program since its launch, including 32 in 2019. To promote the attractiveness of Natixis , a “Women in Finance” Shadowing Day was held for female students from business and engineering schools to experience what it’s like to be a woman working at Natixis. The objective was twofold: to show these young women jobs in finance among; and to draw them to jobs that are currently predominantly occupied by men. In 2019, some 50 young women took part in the initiative.

Diversity and equal opportunities As a signatory of the diversity charter, Natixis is committed to preventing discrimination in every form and at every stage of Human Resources management, including recruitment, training, and management of 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 diversity of profiles, experience and skills in its employee base. In 2019, Natixis focused on continuing its initiatives to promote diversity in four key areas: gender equality in the workplace, cooperation between older and young employees, and the integration and retention of employees with disabilities. Gender equality in the workplace Natixis’ policy on gender equality in the workplace is upheld in the framework agreement for companies in the France scope, and internationally through voluntary actions. Within the scope of Natixis S.A., an agreement calls for the implementation of concrete initiatives centered on six priorities: hiring and employment, compensation and equal pay, career development and promotions, professional training, work-life balance and parenting, and communication and raising awareness. Further collective agreements and action plans on this topic are in force in other companies within the scope of Natixis France. The commitments made under these agreements are reviewed every year by dedicated equity committees.

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2019