BPCE_REGISTRATION_DOCUMENT_2017

SOCIAL, ENVIRONMENTAL AND SOCIETAL INFORMATION Responsible internal practices

ABSENTEEISM The most recent evaluation of overall absenteeismwithin the Group (including parentalleave, illness and other reasons) is close to 7%. Absenteeism is higher among women than men, mainly due to maternity leave. This difference has a considerable impact on the Group, asit employs more women than men. The Group is not able to differentiateabsences related specificallyto occupational illness, which is very rarein the bankingsector. Absenteeism is a real concern for the Group and its companies. To better identifyabsenteeismand more accuratelydistinguishits causes in order to take more targeted action, the Group provides its companieswith a structuredsystem for identifying,analyzing,taking action and preventing absenteeism. The companies are also offered solutions to analyze and measure absenteeism. Digital conversion and urbanization: key concerns of the Group HR information system teams The Group’s HR IS solutions were more widely rolled out across the Group’s companiesthis year in order to meet the goal of pooling and standardizing HRdata and practices. Two of our top priorities include going further in the analysis of HR data and deriving meaning from these data, first by extracting value from the data contained in the different HR IS tools and second by expanding our HR oversight system as regulatory and operational requirements evolve. In the interest of encouraging group employees to adopt mobile solutions, the Group HR Operations division decided to offer group companies a digital individual employee pay & benefits review on each employee’s mobile device (six group companies have adopted this digital review). Digital employee onboarding and electronic signature solutions now cover over 50%of group companiesand will continueto be rolled out next year. Improving the user experience is an ongoing aim, and two recent examples include adapting the “Apogée Recrutement” hiring platforms (single sign on and UX design) and the Essenti@ training platform (communication portal and single signon). The HR Cockpit, launched in 2016 at Natixis and its subsidiaries,was deployedat two Banque Populairebanks and one Caisse d’Epargnein late 2017. With these four companies, a little over 22,000 group employees are managed using this new-generation HR solution. The Caisses d’Epargnesped up their efforts to dematerializepay slips, with six companies now on-board for a total of more than 80% digital pay slips. The Banque Populaire banks are on their way to going paperless as well, with a plan to present a solution for the Banque Populairenetwork inH1 2018. EMPLOYMENT AND HR OPERATIONS

These systems address voluntary treatment of psychosocial risks (PSR): measuring risks (questionnaire,surveys), identifyingvulnerable populations (monitoring and alert system), raising awareness among managers,and support for persons experiencingdifficulty(counseling and psychological support group). Groupe BPCE promotes a workplace quality-of-life policy to move beyond simple risk prevention and promote long-term employee engagement. After signing agreementson working conditionsin 2016 covering the Banque Populaire and Caisse d’Epargne branches and Natixis, the Banque Populairebanks, Caisses d’Epargneand BPCE SA group signed the “15 Work/Life Balance Commitments”Charter in 2017, signed by Natixis in 2015. The occupational quality-of-life approach recommended within the Group is aimed at strengtheningthe appeal of the Group’s businesses and increasing the commitment,professionalmotivation,and loyalty of all employees, while also reducing stress at work and lowering absenteeism. Groupe BPCE’s Human Resources division works with all of the Group’s companies to constantly improve the quality of working conditions within the Group by coordinating and sharing best practices, particularly with occupational quality-of-life officers and supporting change by measuring the human impact generated; Eight Groupe BPCE companies signed the Cancer@work Charter in 2017, underscoring their commitment to implement concrete initiatives to promote the integration and continued employment of people directly or indirectly affected by cancer or another chronic illness. Occupational Health and Safety Conditions Within the Group, policies and budgets relating to health and safety conditionsfall within the remit of each of the entities and the CHSCT committees establishedwith employee representatives. In addition to expenditure on specific programs to improve occupational health and safety, Group companies implement more traditional monitoringand preventionprograms. For several years, the average number of meetings with the CHSCT committees of companies covered under the scope has been significant, demonstratingthe desire to build a lasting, constructive social dialog with the help of these committees. Workplace accidents Consolidated2017 data are not yet availableon the matter, however, the average number of workplace and commuting accidents was stable in2016 (+1% vs.2015). Given the nature of the Group’s businesses and the fact that the majority of the accidents take place during home-work commutes, the Group has not establishedspecificmechanismsfor monitoringthe average rate of severity. However, all Group companies have a committee that oversees occupationalhealth, safety and workingconditions,which is primarily responsiblefor protectingthe health and safety of employees.Each of these committeesoversees the improvementof safety and workplace conditionsas well as compliancewith applicablelegal and regulatory provisions.

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Registration document 2017