NATIXIS - Universal registration document and financial report 2019

6 NON-FINANCIAL PERFORMANCE REPORT Employee engagement

As an example, every year since 2013, the Natixis Leadership Program (NLP) has enabled a gender-balanced group of 20 young talents to do a course dedicated to corporate strategy, consisting of training, coaching and seminars. Since 2018, the Development Journey program was also launched to support high-potential Purple Leaders in the preparation of their individual development plan, preparing them for their next career move. Performance Management The annual appraisal interview is an important meeting to evaluate the performance of employees. Objectives can also be reviewed or set during the year to adapt to the pace of the projects. In 2019, 66% of employees had an individual development interview and more than 90% of employees received an annual appraisal during the 2019-2020 campaign.

Career Management Developing talented employees is a priority of Natixis’ HR strategy. Natixis deploys a structured Talent Management system across all of its entities, which makes it possible to anticipate successions and contribute to the individual development plans of each employee, particularly through people reviews and career Committees. In 2019, this system was used to establish or update all succession plans for Executive Committee members and the majority of Natixis Global Leaders (inner leadership circle). The individual development interview is an opportunity for in-depth discussion between all employees and their manager, focused on their professional and career development. An individual career development plan is drawn up following this meeting. In addition, the Natixis Purple Academy, an internal leadership development academy, offers a variety of educational programs aimed at supporting Natixis’ transformation, facilitating the deployment of the leadership model, and accelerating the development of leaders and talents.

2019 KEY EVENT New talent-management platform rolled out

In 2019, Natixis acquired a new talent management platform: HR One. Within a single Oracle tool, it will cover all career management and talent development actions (training, monitoring progress in meeting targets, managing performance, individual development plans, etc.). HR One has been rolled out to the Natixis scope, and gives every employee the opportunity to manage their career development information, which makes it easier to implement development actions. The platform also improves information sharing between leaders and HR managers, thereby contributing to more efficient talent development.

Employees also have access to an intranet platform called My Purple Career that is dedicated to internal transfers. It offers rich content on career management and development (information on various jobs, advice, personal accounts, etc.). In 2019, almost half of the positions in the France scope are made available by internal transfers.

Internal transfers Internal transfers is a contributing factor to the company’s performance and forms the core of Natixis’ career management system. The Internal Transfer and Hiring Team was further developed in 2019, and was entrusted with filling over 94% of job openings in 2019, for a total of 1,371 hires.

North & South America

France

EMEA

Asia-Pacific Total worldwide

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Internal transfers (1) 2018 2017 Number of internal transfers 764 1,148 1,044 31 28 42 19 172 135 22 27 21 836 1,375 1,242 Internal transfer rate (in %) 7.4 9.3 8.4 2.3 2.4 4.4 2.4 23.1 19.3 3.0 4.0 3.5 6.3 9.3 8.5 Job openings filled through internal transfers (in %) 46.3 55.7 58.9 8.7 7.7 14.2 15.7 55.8 51.5 15.7 15.5 13.0 36.8 47.4 49.9 Internal transfers between divisions (in %) 11.3 13.5 10.8 16.1 3.6 7.1 15.8 2.3 0.7 4.5 11.1 - 11.4 11.8 9.4 Internal transfers are recorded by country/region of arrival. (1) 2018 2017 2018 2017 2018 2017 2018 2017

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2019