NATIXIS -2020 Universal Registration Document

6 2020 NON-FINANCIAL PERFORMANCE REPORT Employee engagement

Company commitment to develop mobility: Jobs in motion In a constantly changing world, the ability to adapt makes all the difference. This is why, in 2020, Natixis set up Jobs in Motion , a strategicprogramto meet the challengesof business transformation by promoting a stronger culture of internal mobility. In a Mobility pact , communicated to all employees, Natixis is committed to giving everyone the means to change jobs as easily and often as possible. An action plan based on three pillars was defined to: analyse the skills needs of all business lines in the short and V medium term (Strategic Workforce Planning); boost internal mobility; V offer promising positions to employees who do not have the V required skills, by making them accessible via appropriate training courses.

Strategic workforce planning approach In 2020, Natixis embarked on an SWP approach – a responsible anticipation approach, over a period of three to four years which aims to identify the resources and skills that the Company will need in order to achieve its developmentobjectives. The methodologyhas been formalizedand experimentshave been carried out to clarify the “jobs and skills of the future” and to develop an action plan to align skills with the needs of the business lines and guide training, retraining, mobility, etc. More than 20% of Natixis employees in France have jobs identified as undergoing transformation (changes in activities, skills, etc.). At the same time, new jobs are appearing, particularly in the areas of technology, customer relations, and jobs related to the ecological transition or new ways of working.

2020 KEY EVENT Creation of the Step up Academy

The Step up programsoffer positionsof the future accessiblethroughenhancedtraining courses to employeeswhose jobs are undergoing transformation. They aim to reconcile the evolution of employees with the skills needs of the business lines. As soon as they take up their new position, employees start a training course of three to nine months, adapted to their profile. They are supported during their training by their tutor, manager and HR manager. The employee shares best practices andfeedback with other employees of the promotion throughout thperogram. In 2020, the Step Up Academy developedmore than 60 courses, followed by 140 employees. Some career paths are particularly focused on the technology and ata sectors, which are in full development.

All of Natixis’ skills development tools are available on the Learning Hub , a single entry point, which gives access to the entire training offer , with online request management, tracking and selection of desired training dates, including mandatory training andfollow-up. In addition, Natixis organizesand leads internal trainer communities, made up of specialistswithin the business lines. A brand new MOOC was designed for them in 2020 to help them understand the essential stages of digitization (face-to-face, distance learning, mixed-learning) and better understand the Natixis learning ecosystem. It is supplementedby the organizationof virtual classes to discuss practical cases. Throughout the year, Natixis worked on the digital transformationof its training offer to continue to support the upskilling of its employees in the specific context of 2020. Thus, 33 new distance learning courses are now offered to as many people as possible.

Training policy The training policy aims to meet the challenges arising from the transformationof business lines, skills and new ways of working by creating conditions that foster continuous learning and maintained employability. It has five major priorities: developing the skills needed to accompany the business lines’ V transformationand maintain the employabilityof staff in positions undergoing transformations; meeting the challenges of the digital transformation and new V ways of working; developing leadership and supporting changes in management to V boost employee engagement; enhancing English language skills to further the Company’s V international growth; facilitating employee mobility . V

2020 KEY EVENT Natixis organizes Learning Days in a fully digital format

Built in the context of the health crisis, the two-week Learning Days event in September 2020was a resounding success. The “Unlock your potential,We all have something to share” theme brought employees on board in France and abroad as part of a global program, which was also rolled out locally. At the end of these Learning Days, 94% of employees voted in favor of their renewal and 93% felt they had learned during this event, which is rich in formats (workshops,podcasts, videos, etc.), in content and in discussions.

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NATIXIS UNIVERSAL REGISTRATION DOCUMENT 2020