Common use of COMMITMENT TO HUMAN RIGHTS Clause in Contracts

COMMITMENT TO HUMAN RIGHTS. Crédit Agricole S.A. Group reaffirms that it is committed to complying with all laws on employment, freedom of association, collective agreements, national health and safety regulations, applicable laws and internationally recognized human rights in all markets in which it operates. It also undertakes to promote employee training as a key component of the human rights risk management system. The Crédit Agricole S.A. group declares in its Ethics Charter that it respects human rights and fundamental social rights in its business operations worldwide. The Group’s code of conduct also specifies “With regard to relations between Company employees or with all of its stakeholders, human rights and people’s fundamental social rights must be rigorously applied”. Consequently, within the framework of this agreement, the Crédit Agricole S.A. Group confirms that it will continue to: • comply with the United Nations Guiding Principles on Business and Human Rights; • take reasonable steps to prevent, mitigate and, where appropriate, attempt to remedy the possible adverse effects of its activities and businesses on human rights in accordance with the directions given by the UN Guiding Principles on Business and Human Rights; • comply with the provisions of the declaration of the International Labour Organisation (ILO) on fundamental principles and rights at work adopted on 18 June 1998 and the corresponding conventions(1) and, in particular, the right of all employees to organise, join a trade union and engage in collective bargaining. 1 The ILO’s fundamental conventions are as follows: - The Convention (No. 87) concerning freedom of association and protection of the right to organise, 1948; - The Convention (No. 98) on the Right to Organise and Collective Bargaining, 1949; - The Convention (No. 29) concerning Forced Labour, 1930; - The Convention (No. 105) on the Abolition of Forced Labour, 1957; - The Convention (No. 138) concerning the Minimum Age, 1973; - The Convention (No. 182) on the Worst Forms of Child Labour, 1999; - The Equal Remuneration Convention (Convention No. 100), 1951; - Convention (No. 183) on Maternity Protection (2000); • adhere to the OECD guidelines for multinational companies (2011) as well as the Tripartite Declaration of Principle concerning Multinational Enterprises and Social Policy (ILO 5th 2017 edition). Lastly, the Crédit Agricole S.A. group is committed to complying with international and national legislation.2 as well as the contractual provisions in all the countries in which it operates and to ensure fair employment and working conditions for all its employees.

COMMITMENT TO HUMAN RIGHTS. Crédit Agricole S.A. Group In alignment with the commitments set out in the group’s Code of Conduct and General Environmental and Social Principles, UniCredit reaffirms that it is committed its commitment to complying with all laws on employment, freedom of association, collective agreements, national health and safety regulations, applicable laws and internationally recognized human rights in all markets in which it operates. It also undertakes to promote employee training as a key component of the human rights risk management system. The Crédit Agricole S.A. group declares in its Ethics Charter that it respects human rights and fundamental social rights in its business operations worldwide. The Group’s code of conduct also specifies “With regard to relations between Company employees or with all of its stakeholders, human rights and people’s fundamental social rights must be rigorously applied”. Consequently, within the framework of this agreement, the Crédit Agricole S.A. Group confirms that it will continue to: • comply with observe the United Nations Guiding Principles Guidelines on Business and Human Rights; • take reasonable steps to prevent, mitigate andavoid violating human rights, where appropriate, attempt and strive to remedy the possible adverse any harmful effects of its activities and businesses on human rights in accordance with the directions given by the UN Guiding Principles on Business rights. It will take reasonable steps to combat and Human Rights; • comply with mitigate any violations and remedy them where appropriate. UniCredit reaffirms its commitment to observe the provisions of the declaration of the International Labour Organisation (ILO) Organisation’s Declaration on fundamental principles Fundamental Principles and rights Rights at work adopted on 18 June 1998 and the corresponding conventions(1) Work1, including freedom of association and, in particular, the right of all employees to organise, join a trade union and engage in conduct collective bargaining.. It reaffirms its support for the OECD 1 The ILO’s ILO fundamental conventions are as followsare: - The Convention (No. 87) concerning freedom 87 on Freedom of association Association and protection Protection of the right Right to organiseOrganise, 1948; - The Convention (No. 98) 98 on the Right to Organise and Collective Bargaining, 1949; - The Convention (No. 29) concerning 29 on Forced Labour, 1930; - The Convention (No. 105) 105 on the Abolition of Forced Labour, 1957; - The Convention (No. 138) concerning the 138 on Minimum Age, 1973; - The Convention (No. 182) 182 on the Worst Forms of Child Labour, 1999; - The Convention 100 on Equal Remuneration Convention (Convention No. 100)Remuneration, 1951; - Convention 111 on Discrimination (No. 183) on Maternity Protection (2000Employment and Occupation); • adhere to , 1958 Guidelines for Multinational Enterprises and the OECD guidelines for multinational companies (2011) as well as the ILO Tripartite Declaration of Principle Principles concerning Multinational Enterprises and Social Policy (ILO 5th 2017 editionMNE Declaration-5th Edition 2017). LastlyUniCredit reaffirms its commitment to respect all national employment laws, the Crédit Agricole S.A. group is committed to complying with international collective agreements and national legislation.2 health and safety regulations, as well as the contractual provisions internationally recognised and applicable legislation and human rights in all the countries in which it operates and markets where UniCredit conducts operations. UniCredit reaffirms its commitment to ensure fair employment and working conditions for all throughout the company taking into account local laws and employment standards and national or company collective agreements where in place and as expressed by the Joint Declarations signed with the European Works Council (Annex 2). UniCredit reaffirms its employeescommitment to eliminate discriminations in its labour relations and, in particular, it will recruit women and men on the basis of their specific skills, treat each person with dignity, not discriminate on the grounds of age, social origin, family situation, sex, sexual orientation, disability, political, trade union or religious opinions, or the real or alleged belonging to an ethnic group or nation in accordance with ILO Convention 111.

COMMITMENT TO HUMAN RIGHTS. Crédit Agricole S.A. Group reaffirms that it is committed to complying with all laws on employment, freedom of association, collective agreements, national health and safety regulations, applicable laws and internationally recognized human rights in all markets in which it operates. It also undertakes to promote employee training as a key component of the human rights risk management system. The Crédit Agricole S.A. group declares in its Ethics Charter that it respects human rights and fundamental social rights in its business operations worldwide. The Group’s code of conduct also specifies “With regard to relations between Company employees or with all of its stakeholders, human rights and people’s fundamental social rights must be rigorously applied”. Consequently, within the framework of this agreement, the Crédit Agricole S.A. Group confirms that it will continue to: • comply with the United Nations Guiding Principles on Business and Human Rights; • take reasonable steps to prevent, mitigate and, where appropriate, attempt to remedy the possible adverse effects of its activities and businesses on human rights in accordance with the directions given by the UN Guiding Principles on Business and Human Rights; • comply with the provisions of the declaration of the International Labour Organisation (ILO) on fundamental principles and rights at work adopted on 18 June 1998 and the corresponding conventions(1) andconventions1and, in particular, the right of all employees to organise, join a trade union and engage in collective bargaining. 1 The ILO’s fundamental conventions are as follows: - The Convention (No. 87) concerning freedom of association and protection of the right to organise, 1948; - The Convention (No. 98) on the Right to Organise and Collective Bargaining, 1949; - The Convention (No. 29) concerning Forced Labour, 1930; - The Convention (No. 105) on the Abolition of Forced Labour, 1957; - The Convention (No. 138) concerning the Minimum Age, 1973; - The Convention (No. 182) on the Worst Forms of Child Labour, 1999; - The Equal Remuneration Convention (Convention No. 100), 1951; - Convention (No. 183) on Maternity Protection (2000); • adhere to the OECD guidelines for multinational companies (2011) as well as the Tripartite Declaration of Principle concerning Multinational Enterprises and Social Policy (ILO 5th 2017 edition). Lastly, the Crédit Agricole S.A. group is committed to complying with international and national legislation.2 as well as the contractual provisions in all the countries in which it operates and to ensure fair employment and working conditions for all its employees.

COMMITMENT TO HUMAN RIGHTS. Crédit Agricole S.A. Group reaffirms that it is committed to complying with all laws on employment, freedom of association, collective agreements, national health and safety regulations, applicable laws and internationally recognized human rights in all markets in which it operates. It also undertakes to promote employee training as a key component of the human rights risk management system. The Crédit Agricole S.A. group declares in its Ethics Charter that it respects human rights and fundamental social rights in its business operations worldwide. The Group’s code of conduct also specifies “With regard to relations between Company employees or with all of its stakeholders, human rights and people’s fundamental social rights must be rigorously applied”. Consequently, within the framework of this agreement, the Crédit Agricole S.A. Group confirms that it will continue to: •  comply with the United Nations Guiding Principles on Business and Human Rights; •  take reasonable steps to prevent, mitigate and, where appropriate, attempt to remedy the possible adverse effects of its activities and businesses on human rights in accordance with the directions given by the UN Guiding Principles on Business and Human Rights; •  comply with the provisions of the declaration of the International Labour Organisation (ILO) on fundamental principles and rights at work adopted on 18 June 1998 and the corresponding conventions(1) and, in particular, the right of all employees to organise, join a trade union and engage in collective bargaining. 1 The ILO’s fundamental conventions are as follows: - The Convention (No. 87) concerning freedom of association and protection of the right to organise, 1948; - The Convention (No. 98) on the Right to Organise and Collective Bargaining, 1949; - The Convention (No. 29) concerning Forced Labour, 1930; - The Convention (No. 105) on the Abolition of Forced Labour, 1957; - The Convention (No. 138) concerning the Minimum Age, 1973; - The Convention (No. 182) on the Worst Forms of Child Labour, 1999; - The Equal Remuneration Convention (Convention No. 100), 1951; - Convention (No. 183) on Maternity Protection (2000); •  adhere to the OECD guidelines for multinational companies (2011) as well as the Tripartite Declaration of Principle concerning Multinational Enterprises and Social Policy (ILO 5th 2017 edition). Lastly, the Crédit Agricole S.A. group is committed to complying with international and national legislation.2 as well as the contractual provisions in all the countries in which it operates and to ensure fair employment and working conditions for all its employees.

COMMITMENT TO HUMAN RIGHTS. Crédit Agricole S.A. Group reaffirms that it is committed to complying In line with all laws on employment, freedom of association, collective agreements, national health and safety regulations, applicable laws and internationally recognized human rights in all markets in which it operates. It also undertakes to promote employee training as a key component of the human rights risk management system. The Crédit Agricole S.A. group declares in its Ethics Charter that it respects human rights and fundamental social rights in its business operations worldwide. The Group’s code Code of conduct also specifies “With regard and general environmental and social principles, SOCIETE GENERALE reaffirms its commitment to relations between Company employees or with all of its stakeholders, human rights and people’s fundamental social rights must be rigorously applied”. Consequently, within the framework of this agreement, the Crédit Agricole S.A. Group confirms that it will continue to: • comply with respect the United Nations Guiding Principles Nations’ guiding principles on Business business and Human Rights; • take reasonable steps human rights, to preventavoid violating human rights, mitigate and, where appropriate, attempt and to undertake all efforts to remedy the possible adverse potentially harmful effects of its activities operations and businesses on human rights rights. This includes taking all necessary measures to prevent, attenuate or, where necessary, redress such violations in accordance with the directions given by the UN Guiding Principles United Nations’ guiding principles on Business and Human Rights; • comply with the provisions of the declaration of human rights. SOCIETE GENERALE reaffirms its commitment to respect the International Labour Organisation Organisation’s (ILO) Declaration on fundamental principles and rights at work adopted on 18 June 1998 work1, which includes freedom of association, and the corresponding conventions(1) and, in particular, particular the right of all employees to organise, join a trade union and to engage in collective bargaining. Under the commitments set out in this agreement, SOCIETE GENERALE and UNI draw on the Universal Declaration of Human Rights and the fundamental conventions of the International Labour Organisations to define what constitute human rights, fundamental freedoms, health and safety of persons. SOCIETE GENERALE confirms that it subscribe to the OECD Guidelines for multinational enterprises, and reaffirms its commitment to respect all labour laws, collective agreements, national health and safety regulations as well as internationally recognised laws and human rights in all markets where SOCIETE GENERALE operates. SOCIETE GENERALE undertakes to offer fair employment and working conditions throughout the SOCIETE GENERALE Group. 1 The ILO’s fundamental ILO conventions are as follows: - The • Convention (No. 87) 87 concerning freedom Freedom of association Association and protection Protection of the right rights to organiseOrganise, 1948; - The • Convention (No. 98) 98 on the Right to Organise and Collective Bargaining, 1949; - The • Convention (No. 29) concerning 29 on Forced Labour, 1930; - The • Convention (No. 105) 105 on the Abolition of Forced Labour, 1957; - The • Convention (No. 138) concerning 138 on the Minimum Age, 1973; - The • Convention (No. 182) 182 on the Worst Forms of Child Labour, 1999; - The Equal Remuneration Convention (• Convention No. 100)100 on Equal Remuneration, 1951; - • Convention (No. 183) 111 on Maternity Protection Discrimination (2000Employment and Occupation); • adhere , 1958. SOCIETE GENERALE shall not engage in any form of employment-related discrimination, and shall in particular hire women and men on the basis of their specific skills. It shall treat each employee with dignity and without discrimination based on age, social origin, family circumstances, sex and gender, sexual orientation, disability, political, unionist or religious views, actual or supposed membership or non-membership of an ethnic group or nation as per ILO Convention No. 111 in particular. The French law of 27 March 2017 related to the OECD guidelines for multinational duty of vigilance of care of parent companies (2011) as well as and contracting companies requires the Tripartite Declaration production and publication of Principle concerning Multinational Enterprises a vigilance plan. This plan must identify and Social Policy (ILO 5th 2017 edition)prevent risks of serious violations of, human rights and fundamental freedoms, health and safety of people and the environment. LastlyFor SOCIETE GENERALE, these risks are assessed in relation to the parent company’s activities, the Crédit Agricole S.A. group operational activities of the companies under control, and the activities of its direct subcontractors and suppliers with which a commercial relationship is committed established. SOCIETE GENERALE organised a meeting in 2018 with representative unions in France to complying discuss the methodology and the objectives of the vigilance plan. This global agreement is part of the company’s commitment to exercise due diligence to identify, prevent, mitigate and remedy human rights violations wherever they might occur in the company. Through this agreement, UNI is a “stakeholder” for purposes of the “due diligence” plan required under French law of the duty of vigilance and recommended by the OECD Guidelines for multinationals. UNI will be consulted on the duty of vigilance plan as part of the measures implemented to identify and prevent serious breaches in respect of human rights, fundamental freedom, safety and security of workers in order to propose, where appropriate, remedies when breaches have been observed. The Group implements such a plan in each of its controlled subsidiaries, in line with international the requirement of the law which has an extra-territorial scope. In addition, it should be noted that the whistleblowing right available within the Group is designed to allow any SOCIETE GENERALE employee, external and national legislation.2 as well as temporary staff, direct subcontractors and suppliers to report an alert in particular about the contractual provisions existence or materialization of risks of serious breaches in all respect of human rights, fundamental freedoms, the countries health, safety and security of persons or the environment. The whistleblowing right can be done via dedicated communications channels, not only to the line management but also to the compliance department of their entity, or to the Group Director of Compliance. This right is based on strict confidentiality and protected by Law2. The exercise of this whistleblowing right is a right for each employee, who will not be punished, sacked or subject to any discriminatory measures for the mere fact of having used this system in which it operates and to ensure fair employment and working conditions for all its employeesgood faith2.