I HUMAN CAPITAL Anticipating and constantly adapting our resources Arval places its employees at the heart of its success, firmly believing that continuous upskilling is essential for strong business performance. By investing in professional growth and development, Arval empowers employees to evolve, thrive and contribute to the company’s ambition and goals. + See in detail + See in detail + See more + See more + Read more + Read more 22 hours of training per employee on average in 2024 Arval strenghtens a learning culture. Career Days More than 1,000 employees onboarded in the Career Days training event in 2024 reflecting strong engagement. “Move & Grow” The career development initiative for recent graduates and early career employees launched in 2024. Arval supports all its employees in their professional projects and career: • Employee -manager dialogue. • Mobility programmes to support talent. Supporting Arval’s transformation: Training in sustainability tailored to the needs of employees. + Read more + Read more + Read more + Read more (1) The Commercial, Personal Banking & Services (CPBS) division includes BNP Paribas’ commercial banking networks and its specialised businesses, particularly in lending, financing and mobility. ( Commercial, Personal Banking & Services pole | BNP Paribas Group ) Supporting the employees in their professional projects, and promoting their career development Arval promotes social dialogue, empowering employees by giving them a voice and an active role in shaping their work environment. • At the end of 2024, 97% of Arval’s employees received formal feedback from their managers on their performance. This performance review is conducted digitally and begins at the start of the year with the setting of individual, collective, and cross-functional goals. These objectives are designed to be clear, realistic, time-bound, measurable, and suited to the role and type of activity. • Together with their managers, employees co-create a Personal Development Plan to acquire or strengthen specific skills that support their professional growth. Arval’s employees are its greatest asset, which is why dedicated programmes have been created to support both current and future leaders, as well as high-potential talents: • Arval, in alignment with BNP Paribas, offers tailored leadership development programmes for its Leaders for Change - current executive committee members - and for its Leaders for Tomorrow - talents identified as having the potential to drive future transformation. • In addition, Arval has developed its own talent programmes, specific to its sector and business needs, such as The Talent Care Programme. Over nine months, teams made up of talents from different functions, countries and age groups, work on projects that address tangible business challenges. Participants benefit from mentoring, coaching and methodological support sessions. «Arval Talent Care Programme is a strong lever for our company to prepare and retain future leaders to meet Arval’s new challenges and drive Arval’s transformation and growth. Every year since 2018, 40 talents from all Arval engage in a unique and comprehensive development journey including an international team work on a strategic topic for Arval, and are accompanied to deliver concrete, innovative and positive impact solutions. This programme represents a unique opportunity for them to grow their network, knowledge and contribute to Arval business.» Julie Le Guillou, Talent Manager of Arval Group Helping employees embed sustainability in their professional practices « The ESG upskilling programme for consulting teams helped me become a more effective messenger, translating complex sustainability concepts and directives into actionable insights. They’ve deepened my understanding of sustainability as a driver of long-term value and resilience, and trust as an essential foundation for shaping the future of Arval and our customers.» Omar SANCHEZ, Consulting Director of Arval Spain Arval offers tailored sustainability training programmes adapted to employees’ roles and levels of expertise. By strengthening capabilities across all functions, Arval strives that sustainability becomes a fundamental part of decision-making and value creation throughout the company.• Top management: In partnership with the University of Cambridge, Arval provides specialised training for leaders and high-potential talents to equip them with the skills needed to integrate sustainability into core business and strategic decision-making. • All staff: 99% of Arval’s employees worldwide have completed the “Sustainability for Arval awareness” module, covering key sustainability concepts and Arval’s sustainability ambition and strategy. In 2024, Arval Chile trained 100% of its employees in Climate Fresk workshops, reflecting Arval’s global commitment to sustainability education. In addition, CPBS1 launched the “On the way to sustainable mobility” training to raise employee awareness of the automotive sector’s impact and promote group-wide solutions for supporting clients in their transition to sustainable mobility.• Specific functions: Targeted teams, such as Risk, Sales, and Consulting receive specialised training to help them consistently apply ESG policies and advise customers on sustainable mobility. 22 hours (average) of training per employee in 2024. Arval strengthens a learning culture. Arval’s learning strategy, aligned with BNP Paribas, aims to upskill its employees to future-oriented capabilities required to remain competitive and innovative. With a strong focus on Technology and Sustainability, Arval provides targeted trainings programmes and monitors progress: • Technology: In 2024, 458 employees completed at least seven hours of training in technological fields (Data, AI, generative AI etc.). • Sustainability: In 2024, 2,037 employees took at least one course via the Sustainability Academy, an internal training platform dedicated to sustainability topics. Arval fosters a strong learning environment to continuously build employees capabilities, enabling them to better navigate a rapidly changing business landscape and respond to customer needs with added-value and responsible business practices. At the end of 2024, each employee had completed an average of 22 hours of training, in line with their Personal Development Plan and including mandatory training covering various topics such as cybersecurity or personal data protection. Career Days Through engaging sessions with internal experts on key topics such as artificial intelligence, digital working and sustainability, as well as targeted discussions, employees were able to explore new career paths, gain valuable insights, and actively shape their future within the organisation. More than 1,000 employees were onboarded in the Career Days training event in 2024 reflecting strong engagement. Arval supports internal mobility and empowers employees to take ownership of their professional development. In 2024, 1,670 employees changed positions within Arval or BNP Paribas. As part of this commitment, Arval participated in the second edition of the BNP Paribas Career Days in 2024. This internal upskilling event was designed to give employees a deeper understanding of BNP Paribas and Arval, identify training needs, and reflect on their career aspirations. “Move & Grow” This initiative reflects Arval’s long-term investment in people, combining business impact with personal growth to shape the leaders for tomorrow. « The Arval Talents Move & Grow programme significantly enhanced my ability to make decisions. I’ve also refined my approach to work: less overthinking and perfectionism, with greater focus on the essential elements of a task. Lastly, I have gained confidence in expressing my opinions proactively, benefiting both myself and my environment. When I was considering participating in this programme, I could never have imagined the profound personal and professional value it would bring.» Florian Seitz, Project Manager Organisational development in Arval Germany The Move & Grow Programme, launched in March 2024, is a new career development initiative tailored for recent graduates and early-career employees. It is designed to build diverse experience, develop skills and expand professional networks. Over 12 months, the 10 participants of this first edition rotated across two different departments and two distinct geographies, giving them a 360° view of Arval’s business. In addition, each participant benefits from individual mentoring, is accompanied by a “buddy”, and receives personalised training.