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Communication campaign outlining the behavior we

expect from our employees through

inspiring and authentic stories by colleagues

| 5 | 06/06/2017 |

Leadership charter describes the style and

behavior we expect from our people managers in line with our brand and values

Brought to life through leadership fora specific targets for people managers and intensive

leadership development programs

Movie time

| 6 | 06/06/2017 |

ambassadors on the night of the AG Insurance Memorial

Van Damme

We’re all Olympians challengelinked to BOIC sponsoring

6

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A large offer… …and a flexible approach

An average of 4 training days per headcount

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IT Young Professional Track

Risk traineeship

HR traineeship

Master programme

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Flexible workenvironment

Training ‘keep yourbalance’

Employee assistance program

Stress consultants

Move (Easy fit, run to

Rio,…)

Medicalexam & advice

Food (Free fruit)

Absence interview

Welcomeback

program

Easy shop

Flexibleworking

hours

Conversion of salary in

vacation

Telework

Resilience

Physicalhealth

Absence management

Work-life balance

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•

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2

While managers prefer to have theirstaff members stay at home untilthey are back at full job capacity, studies show that a phased return iscritical to long-term recovery

- Change mentalities- Allow staff membersto transition back to the workplace gradually

The longer the disability leave, the lower the probability of returning to work

Take action early on

The reason for not returning to workis often unrelated to the initial illnessand has more to do withpsychosocial factors

Guide and support people in their return to good health and to work

Return to Work: Research Findings

| 13 | 06/06/2017 |

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2

Need for a more structured approach

On average 100 staff members are serving a "waitingperiod" (off sick from work for 3-12 months)

Each month, 10 additional staff members make itpast the 6-week mark for time off due to illness

Context at AG Insurance

| 14 | 06/06/2017 |

A way to ease the transition back to work after time awaydue to illness

Better support and guidance for staff membersfrom the beginning of theirdisability leave

Completely confidential: respect for personalprivacy and doctor-patient privilege

Purely voluntary: staff members are free to choose whether they wantto participate in the programme or not

Welcome Back Programme

| 15 | 06/06/2017 |

Easing the transition back to work… in practical terms

Tailor-made solutions

A way to ease the transition back to workafter time away due to illness

on a full-time or a part-time basis (for a fixed period of time)

in the same position or a differentposition

with or without workplaceaccommodations (ergonomics) reduced exposure to

potential stress triggers

modification of work tasks and objectives, depending on the physical capabilities of the staff member (for a fixed period of time)

| 16 | 06/06/2017 |

Key Milestones

Onset of the illness

Day 1

Welcome back letter

+ 4 weeks

Return to work

Z-Day

Phone call fromin-house infirmary

+ 6 weeks Y-Day

Set return date

Progress regularly

monitored by infirmary

Better support and guidance for staff membersfrom the beginning of theirdisability leave

Buy-in and active participation of peoplemanagers

Support and guidance for staff member on disabilityleave

| 17 | 06/06/2017 |

In-house medical department at AG InsuranceCompletely confidential: respect for personal privacyand doctor-patient privilege

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