I EMPLOYEE EXPERIENCE Reinforcing attention paid to employees At Arval, fostering a safe, inclusive, and healthy work environment is a core priority, both globally and locally. Through a strong social framework, comprehensive health and well-being programmes, and ongoing social dialogue, Arval is committed to supporting its employees at every level. These initiatives are not just intentions - they have delivered concrete, positive results, reflecting Arval’s dedication to building a workplace where people thrive. + See in detail + See in detail + See more + See more + Discover more + Discover more ”We care” programme A global initiative to harmonise health practices. NPE survey Arval achieved its highest-ever Net Promoter Employee (NPE) at 25.3 in 2024. Leading by example, Arval’s commitment to its employees’ mobility. An active social dialogue Empowering employees to shape their workplace through surveys and collective dialogue for a continuous improvement. Create a strong and supportive framework for well-being and social protection based on the Global Agreement, complementing local regulations with key initiatives: • Ensuring workplace health and safety while protecting employees from all forms of violence. • Promoting a healthy work life balance. + See how? + See how? + Read more + Read more (1) Based on data collected from local HR experts in charge of social protection issues, covering 95% of the Group’s total workforce. (2) In line with the 10 principles of the Global Compact and 17 United Nations Sustainable Development Goals, the United Nations Guiding Principles on Business and Human Rights (UNGPs), OECD guidelines, internationally accepted human rights standards as defined in the International Charter of Human Rights and the International Labour Organization’s («ILO») core labour conventions on fundamental labour principles and rights. (3) Including the United Kingdom A strong and supportive framework for well-being and social protection through the Agreement on the fundamental rights and global social floor of the BNP Paribas Group Arval’s social framework, which complements local regulations and aligns with BNP Paribas, provides a solid foundation for building a safe and respectful workplace. Ensuring workplace health and safety while protecting employees from all forms of violence 1. Towards a more balanced approach to parenting: While men are increasingly taking an active role in parenting, women continue to bear most family responsibilities, often at the expense of their personal and professional development. Achieving true gender equity requires a redefinition of how parenting duties are shared, encouraging all parents to engage equally in caregiving. To support this shift and promote a more balanced working life, Arval is committed to fostering an inclusive workplace by actively promoting a more balanced approach to parenting. By translating policies into measurable actions, such as enhanced parental leave, flexible work arrangements, and support programmes, Arval demonstrates genuine cares for all employees and supports them throughout their personal and professional journeys. • 100% of employees are entitled to paid maternity leave of a minimum of 14 weeks. • 85%1 of employees are entitled to paid paternity leave of at least six days. 2. Fighting domestic and family violence: Recognising the severe impact of domestic violence, Arval, aligned with BNP Paribas, provides psychological support services for all employees and promotes awareness through the 1in3Women network, the first European network of companies engaged against violence inflicted upon women. The network has an awareness-increasing system available: an e-learning module (available in eight languages), a series of podcasts, posters, advocacy work. 3. Prioritising women’s health: Arval’s social framework includes comprehensive support such as extended health coverage, preventive assessments, and better accommodation for long-term absences. Conditions like endometriosis, breast cancer, and menopause are now given greater attention in workplace policies. Promoting a healthy work life balance Arval gives its employees the opportunity to work from home, based on mutual agreement between employees and their managers. Work from home is limited to 50% of working time, to maintain a sense of belonging and strong connections among colleagues. At the end of December 2024, around 93% of Arval’s employees in Europe were working from home on average two days a week. An active social dialogue « Arval France’s overall reassuring situation can be largely attributed to a positive perception of change and how it is being implemented. Satisfaction levels have increased across nearly all departments, particularly in the three areas assessed: confidence in the future, support during change, and the pace of change.» Philippe NOYER, Human Resources Director of Arval France At Arval, social dialogue is guaranteed for all its employees by the Agreement on the fundamental rights and global social floor of the BNP Paribas Group, which includes concrete and measurable commitments on human rights and fundamental rights at work, in particular the right to freedom of association and collective bargaining2. In addition, BNP Paribas has a European Works Council bringing together employee representatives from entities located in all the countries of the European Economic Area3, of which Arval is a member. Arval also values social dialogue by using employees surveys to better understand their perceptions and continuously improve their workplace experience by meeting their needs and prioritising well-being. Arval France launched a “Greenworking” survey designed to measure the stress levels of its employees, and to identify risk and protective factors. In 2024, the survey revealed a slight decrease in stress levels (down 6 points compared with 2023) and an increase in well-being (up 0.37 points compared with 2023) among employees at Arval France. « We care » programme A global initiative to harmonize health practices The BNP Paribas’ “We Care” programme launched in 2022 and implemented at Arval, is a comprehensive health and well-being initiative designed to harmonise practices globally. It complements the minimum social base set out in the BNP Paribas Agreement on the fundamental rights and Global Social Floor, which also applies to Arval, reflecting the strong commitment to the health and well-being for all the Group’s employees worldwide. In 2024, the programme focused on three components: Raising awareness on global health: Arval is introducing preventive health check-ups, a voluntary digital assessment covering physical and mental health. Employees receive a written summary allowing them to assess their overall health, receive appropriate advice, and can access appointments for higher-risk cases. Supporting mental health: Arval pays particular attention to detecting, preventing and remediating psychosocial risks through social dialogue, training and support initiatives. • In 2024, 77% of Arval’s employees were covered by Employee Assistance Programmes (EAPs). These programmes offer confidential support services to help employees manage personal and work-related challenges. They include access to professional counselling and resources for stress management. • Crisis support is also available globally through specialised psychological experts, including dedicated hotlines in countries like France. • Stress prevention training is offered across countries, aligned with the European Agreement on the Prevention of Stress at work. Assisting with long-term illnesses: A comprehensive «We Care» kit has been developed to open dialogue and promote empathy by providing guidance for employees, managers, caregivers and Human Resources across all phases of illness and return-to-work. Already in use in France, it will roll out in other entities in Europe in 2025. All Arval countries are encouraged to implement tailored health and well-being measures that address the specific needs of their employees. For instance, Arval UK is raising menopause awareness in the workplace through employee testimonials, targeted training, support groups, and a comprehensive policy to drive inclusion, wellbeing and a more resilient workforce. Arval achieved its highest-ever Net Promoter Employee (NPE) at 25.3 in 2024 « The engagement, trust, and recognition of Arval’s employees, the people who make this company what it is, is the greatest achievement of all. It’s what drives me every day, on the professional, but also personal side.» Alain van Groenendael, CEO of Arval The NPE score is a key indicator of employee satisfaction and engagement, reflecting how likely employees are to recommend working at Arval to others. Achieving the highest-ever score in 2024 is a true testament to the strength of Arval’s culture and of its successful transformation. It highlights employees’ dedication, trust and enthusiasm for what is built collectively within Arval. Leading by example, Arval’s commitment to its employees’ mobility Arval has also implemented a proactive car policy for its own employees eligible for a company car, with the objective that by 2026, 100% of new orders and renewals worldwide (excluding Latin America, Morocco and Turkey) will be electric vehicles. Arval recognises that its employees expect and value purpose, care and flexibility. In this respect, Arval’s approach to sustainable mobility is also a powerful lever for enhancing well-being and meeting evolving employee expectations, which reflect those of its customers. At Arval, we believe that sustainable mobility starts from within. That’s why Arval has implemented a global Mobility Position Paper setting up guidelines to frame and encourage sustainable mobility of all its employees worldwide through Arval’s own mobility offers and solutions and more widely all related services and organisation required to succeed. The Position Paper, aligned with Arval’s sustainability objectives such as decarbonation or reducing accident rates, covers all forms of mobility, including short distance, business trips and commuting. It also includes mandatory deployment rules as well as many recommendations that can be adapted locally, according to the maturity and regulation in each country.