BPCE_REGISTRATION_DOCUMENT_2017

SOCIAL, ENVIRONMENTAL AND SOCIETAL INFORMATION Responsible internal practices

Since the year began, close to 600 inter-companytransfershave been carried out,down 15%on the previousyear. Due to the mergerscompletedacross the group, job transferswere up sharply compared to last year (>20%). DIVERSITY POLICY True to its cooperativevalues, Groupe BPCE is a full-servicebank that is open to all and accessibleto customers ona local level. Each of its companies must therefore ensure it acts fairly, reducing inequalities and developing an environment that respects the differencesarising from each individual’ssocial identity (age, gender, origin, ethnic group, etc.), without prejudice. Since its creation,the Group has set targets and taken concretesteps to promote diversity. The Group HumanResourcesdivisionhas includeda Head of Diversity since 2015. A diversity assessmentwas carried out at Group level in order to enhancethe action plan for 2016-2017. Groupe BPCE pursued its objectives in four priority areas: intergenerational diversity, gender equality, the employment of personswith disabilities,and equal opportunities. Under Article 61 of the French “equality and citizenship” act, anti-discriminationtraining/awareness-raisingmust be provided to hiring professionals in all companies with more than 50 employees. This trainingprogrammust be completed every five years. To this end, Groupe BPCE organized an RFP to meet this obligation and address threekey priorities: a legal priority; ● an external image priority; ● an expertise priority; ● Since May 2017, 14 trainingsessionshave been held and attendedby 112 group employees. The training schedule for 2018 has already been established. INTERGENERATIONAL DIVERSITY Under its intergenerational agreement, the Group is committed to recruitingyoung peopleand retainingolder staff. To achieve this goal, it has undertaken initiatives invarious areas: working conditions: the reorganizationof responsibilities,reduced ● working hours or commute time, awarenessof occupationalhealth issues, etc. are considered and implementedas appropriate; career development:all employees over the age of 45 can request ● an interview with Human Resources to discuss the next stage in their career,access to askills assessment,etc.; skills development: the number of employees over the age of 55 ● who followed training is at least equal to their proportion of the total headcount,while employeesover 45 are given priority access to professionaltraining schemes;

end-of-careeradjustments:in certain cases, employeesover 58 can ● requesta career review interview,receive guidanceon preparingfor retirement or opt for part-time hours.

OBJECTIVES FOR GENDER EQUALITY IN THE WORKPLACE In additionto agreementsand action plans, with women representing over 56% of its permanent staff, Groupe BPCE is now aiming for a more equitable gender balance among the various business lines and levels of management. An assessmentdesignedto rebalancethe number of men and women in technician-level positions began in the last quarter of 2016. A quantitative recruitment analysis was presented in the first half of 2017, followedby a more qualitativeanalysis infourth-quarter 2017. In 2017, 33 Groupe BPCE companies undertook a diversity certification process,and 32had obtained certification inQ4 2017. In addition to the agreementsand action plans set up in each of the Group’s companies,an agreementof professionalequality and gender equalitywas renewedas part of the Occupationand Skills Forecasting agreement for 2015-2017. In 2017: womenaccountedfor 42.3%of managers,comparedwith 41.7%at ● the end of 2016, and the figure is moving towards the target of 43% setin the Groupagreementfor the end of 2017; women accounted for 23.8% of executive management and the ● figure is moving towards the target of 25% set in the Group agreementfor the endof 2017. To accelerate progress in terms of gender equality and with the aim of achieving parity at all levels in the main business lines, undertakings have been made and action taken in the following areas: recruitment, training, promotions, pay, the work-life balance and awareness raising. Women’s networks also help enhance professionalequality. In 2017, 24 Groupe BPCE companies took part for the third time in the Financi’Ellessurvey measuringthe sentiment of male and female managers concerning diversity and professional equality. From January 23 to February 10, 2017, nearly 100,000 managers from six banking groups took part in the survey, conducted in conjunction with Institut CSA. For Groupe BPCE, the response rate was 32% (6,041 out of 19,028 managers) at the final date of the survey, up 8.4 points above the overall sector rate. The results were presented at a conference organized by Financi’Elles in June 2017. Recruitment Each company strives to review at least one application from each gender in the final recruitment phase. Recruitment processes are based entirely on skills (contracts with recruitment firms integrate this criterion).

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Registration document 2017