Societe Generale : Bloomberg Gender Equality Index

Bloomberg

Gender-Equality

Index

Périmètre

KPI

Key Performance Indicators August 2023

Please note that all data must be representative of 80% or more of the company workforce

Definition

*Alternatively, absolute values used to derive this percentage will be accepted

Leadership

FY22	FY22 - Commentaires

Percentage of women on the board directors, of the total board size that are responsible for the supervision of management, as of fiscal year-end.*

Percentage of women on	This includes full-time directors only. Deputy members of the board and alternate directors will
company board
not be counted. Additional directors will be counted. If the company has both a supervisory board
	and a management board, this will refer to the directors on the supervisory board. Company
	secretaries (or board observers or censors) will not be counted.

Diversity & Inclusion Report 2022 - % of women

42% https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and-Inclusion-Report-2022_EN.pdf#page=18

Chairperson is a woman

Gender balance in board

leadership

Chief executive officer (CEO) is a

woman

Woman chief financial officer

(CFO) or equivalent

Percentage of women executive

officers

Chief diversity officer (CDO)

Indicates whether the board chair, or equivalent is a woman. For European companies with a supervisory board and a management board, this field looks at the chairperson on the supervisory board.

Percentage of the various committees of the board of directors chaired/co-chaired by a woman.

Indicates whether the chief executive officer (CEO), or equivalent, is a woman. For European companies with a supervisory board and a management board, this field refers to the CEO of the management board or equivalent.

Indicates whether the chief financial officer (CFO), or equivalent, is a woman.

Percentage of women executives of the company, or members of equivalent management/executive body, of the number of executives as of fiscal year-end.

Executives are as defined by the company or as individuals that form the company executive committee/board or management committee/board or equivalent.*

Chief diversity officer (CDO), or officer reporting to the executive team (within two levels of executive management), dedicated primarily to diversity and inclusion (D&I) strategy at the company as of fiscal year-end. Can refer to a chief human resources officer (CHRO) ONLY in the case that they have a primary business function of developing and maintaining the company's D&I strategies.

N

Four committees inform the decisions of the Board of Directors on particular issues. Each one comprises at least four members, including at least one woman.

Audit and internal control committee : Chair is Alexandra Schaapveld

Risk committee: Chair is William Connelly

25% Compensation committee: Chair is Jérôme Contamine

Nomination and corporate governance committe: Chair is Gérard Mestrallet

Kindly refer to Integrated Report 2022/2023 - https://www.societegenerale.com/sites/default/files/documents/2023-05/Integrated-Report-2022-2023.pdf#page=20

N

Claire Dumas, Group Chief Financial Officer https://www.societegenerale.com/en/societe-generale-group/governance/executive-

1. committee https://www.societegenerale.com/en/news/press-release/appointment-claire-dumas

Diversity & Inclusion Report 2022 - % of women in the Management committee

27% https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and-Inclusion-Report-2022_EN.pdf#page=18

Y Marie Chambon, Head of Culture, Diversity & Inclusion

Talent Pipeline

FY22	FY22 - Informations supplémentaires

Percentage of women in total

management

Percentage of women in senior

management

Percentage of women in middle

management

Percentage of women in non-

managerial positions

Percentage of women in total

workforce

Percentage of women total

promotions

Percentage of Women

IT/Engineering

Percentage of new hires are

women

Percentage of women attrition

Percentage of women in management who have senior-level, middleor lower-level supervisory

responsibilities of total management.*

Percentage of women in management who have senior-level supervisory responsibilities and are positioned in the management hierarchy within two levels of executive management of total management.*

Percentage of women in management who have middle- or lower-level supervisory responsibilities and are positioned in the management hierarchy three or more levels from executive management of total middle management.*

Percentage of women employees in non-managerial roles, of total non-managerial positions at fiscal year-end.

Refers to women who work directly on a team as an individual contributor and have no responsibility as a manager to others.*

Percentage of women in the total workforce, of the total number of company employees.*

Percentage of women promoted of total promotions during fiscal year-end.

Refers to women that were promoted or underwent career advancement out of total employees promoted.*

Percentage of women working in functional roles with IT (Information Technology) and/or Engineering (Research & Development; Programming/Coding) responsibilities at the company, of the total employees working in these roles.*

Percentage of women new hires, of the total number of new hires.*

Percentage of women employees that left the company, of the total employees that left the company.*

Diversity & Inclusion Report 2022 - % of women managers within the Group

42% https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and-Inclusion-Report-2022_EN.pdf#page=18

Diversity & Inclusion Report 2022 - % of women in the Key Group Positions

26% https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and-Inclusion-Report-2022_EN.pdf#page=18

42%

58%

Diversity & Inclusion Report 2022 - % of women

54% https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and-Inclusion-Report-2022_EN.pdf#page=18

Diversity and Inclusion Report 2022

In 2022, 55% of promotions in the Group were for women.

55% https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and-Inclusion-Report-2022_EN.pdf#page=10

31%

Diversity and Inclusion Report 2022

52% In 2022, 52% of employees hired were women https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and- Inclusion-Report-2022_EN.pdf#page=10

50%

Time-bound action plan with	Indicates whether the company shares a publicly quantitative, time-bound action plan with
targets to increase the	targets to increase the representation of women in leadership positions.
representation of women in	Employees in leadership positions (which may include management with seniorlevel
leadership positions	responsibilities) or employees with supervisory responsibilities for one or more direct reports.

Time-bound action plan with

targets to increase the Indicates whether the company shares a publicly quantitative, time-bound action plan with representation of women in the targets to increase the representation of women positions in the company.

company

Diversity & Inclusion Report 2022 - Ambitious objectives https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and- Inclusion-Report-2022_EN.pdf#page=7

Moreover, in the Czech Republic, Kormercni Banka has introduced a 30% quota for female candidates for managerial positions and requires the presence of at least one woman

1. during interviews for such positions.https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and- Inclusion-Report-2022_EN.pdf#page=17
   Professions and Skills report 2022 - Talent management policy/actions in favour of diversity https://www.societegenerale.com/sites/default/files/documents/2023-04/Professions-and- Skills-report-2022.pdf#page=13
   Diversity & Inclusion Report 2022 - Focus on Gender equality (pages 16 to 19)

98% of the Group's workforce have policies or programmes in place to promote gender

1. equality at work. Among them, the Group applies a proactive policy and initially set itself the goal of achieving representation of 30% women in senior IT positions by 2025https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and- Inclusion-Report-2022_EN.pdf#page=16

Pay

Gender pay gap

Gender pay gap measures the difference in total compensation between women and men

Time-boundaction plan to close Indicates whether the company shares a publicly quantitative, time-bound action plan to close its

its gender pay gap

gender pay gap.

Executive compensation linked to Indicates whether a company's executive compensation, either short term or long term, is linked

gender diversity or diversity, to gender diversity. This can include representation of women, the gender pay gap, etc. equity and inclusion (DEI)

FY22

Y

Y

Y

FY22 - Informations supplémentaires

In accordance with the stipulations of the French Loi Avenir of 5 September 2018 that aims to eliminate wage disparities between women and men, Societe Generale SA in France publishes its Gender Equality Index score, which stands at 86 out of a maximum score of 100 for the 2022 financial year. https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and- Inclusion-Report-2022_EN.pdf#page=11

Societe Generale SA in France allocates correcting budgets of pay gaps between men and women every year in the framework of the Gender Equality agreement. https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and- Inclusion-Report-2022_EN.pdf#page=11

SG Group commits on reducing the gender pay gap by 2026 (€100 million budget) https://www.societegenerale.com/sites/default/files/documents/2023-09/Societe-Generale- Capital-Markets-Day-2023-Presentation.pdf#page=62

Performance and compensation report 2022 - Compensation of Management Committee members https://www.societegenerale.com/sites/default/files/documents/2023-04/Performance-and- compensation-report-2022_EN.pdf#page=12

Inclusive culture	FY22	FY22 - Informations supplémentaires

Number of weeks of fully paid primary parental leave offered

Number of weeks of fully paid secondary parental leave offered

Parental leave retention rate

Back-up family care services or subsidies through the company

Indicates the number of weeks of fully paid primary parental leave (or maternity leave) for employees globally (provided by the firm and/or government).

Primary caregiver is the person with primary responsibility for childcare or is the designated primary custodial parent. If the company offers maternity parental leave policies, we accept responses to primary parental leave policy questions according to the company's maternity leave policy.

Indicates the number of weeks of fully paid secondary parental leave (or paternity leave) for employees globally (provided by firm and/or government).

Secondary caregiver is the second parent who has a lesser responsibility for childcare duties. If the company offers paternity parental leave policies, we accept responses to secondary parental leave policy questions according to the company's paternity leave policy.

Percentage of women employees that remained employed by the company 12 months after their return from parental leave out of all women employees that used parental leave during previous fiscal year

Indicates whether the company offers back-up family care to assist when there is a gap in regular care arrangements, or a subsidy to assist with the cost of care of a family member, to employees. Flexible spending accounts (FSAs), to which the company does not contribute, do not qualify as a family care subsidy. Can include support offered through government services.

As per the Global Agreement on the rights of Societe Generale Group employees, in addition to the local rules governing maternity and paternity, it is agreed, for all of its employees, a

This data will be right to 14 weeks of maternity leave and a right to 1 week of paternity leave for which the available FY2023 company pays 100% of the fixed salary.

https://www.societegenerale.com/sites/default/files/documents/2023-06/2023_Global-Agreement-on-the-rights-of-Societe-Generale-group-employees.pdf

This data will be available FY2023

This data will be available FY2023

OHS report 2022 - Employee benefits for daycare, covering 85% of employees

1. https://www.societegenerale.com/sites/default/files/documents/2023- 04/Occupational_Health_and_Safety_Report_2022.pdf#page=14
   Flextime - OHS Report 2022 : in 2022, 91% of the workforce benefited from initiatives promoting work-life balance. More than half the Group's workforce (67%) is covered by a flexible schedule policy. Moreover, https://www.societegenerale.com/sites/default/files/documents/2023- 04/Occupational_Health_and_Safety_Report_2022.pdf#page=15

Flexible working policy

The company offers an option to control the start or end times of the workday or workweek (e.g.		Telecommunting, work from home - OHS Report 2022 : At the end of 2022, more than
flextime) or offers an option to control the location where employees work (e.g. telecommuting,
Y	80,000 people in the Group had access to a teleworking system with procedures
work from home).
appropriate to the local context. This equals nearly 71% of the workforce, illustrating that
This should exclude any COVID-19 related policies. Telecommuting is the option of employees to
	the Group is continuing to assimilate hybrid work after the pandemic. Moreover, in
control the location of their work; commonly referred to as work from home.
	January 2021, an agreement on working remotely was signed between management and
		the representative trade unions in France. This agreement makes working remotely an
		ordinary working method accessible to all employees (fixed-term and permanent
		contracts, interns, work-study students and new hires).
		https://www.societegenerale.com/sites/default/files/documents/2023-
		04/Occupational_Health_and_Safety_Report_2022.pdf#page=12

Employee resource groups for women

Unconscious bias training

Annual anti-sexual harassment training

Indicates whether the company has any employee resource groups or "Communities" focused on recruiting, retaining and developing women.

Indicates whether the company offered all employees unconscious bias training to raise self- awareness of implicit bias and provide tools or strategies to reduce discriminatory behaviours. Unconscious bias refers to a preference for or against a person, perspective, or group that one is not aware of but, nevertheless, is communicated through statements or actions. Unconscious bias training aims to remove barriers to inclusion, engagement and performance by understanding our individual biases and providing knowledge to mitigate this inequity.

Indicates whether a company requires all employees to complete anti-sexual harassment training at least once a year. Anti-sexual harassment training explains the company's anti-sexual harassment policies, provides specific examples of inappropriate conduct and describes the processes and procedures for bringing a complaint

Diversity and Inclusion Report 2022 - Focus on Gender Equality (pages 16 to 19)

1. https://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and-Inclusion-Report-2022_EN.pdf#page=16

Diversity and Inclusion Report 2022 - Training and awareness measures

In 2022, the Group continued its work on non-discrimination by adding to its awareness

1. programmes on diversity and inclusion and the impact of unconscious bias and stereotyping in human resources (HR) processeshttps://www.societegenerale.com/sites/default/files/documents/2023-04/Diversity-and- Inclusion-Report-2022_EN.pdf#page=8
   Corporate Culture and Ethics Principles Report 2022 (pages 10 and 11)

The Group has been actively promoting measures preventing and combating misconduct at

1. work, and specifically harassment (mandatory anti-sexual harassment training every two years)https://www.societegenerale.com/sites/default/files/documents/2023-04/Corporate-Culture- and-Ethics-Principles-Report-2022.pdf#page=10