Regulations already in place for this:

Ÿ “The remuneration policy shall contribute to the company’s business strategy and long-term interests and sustainability and shall explain how it does so” (European Directive Article 9a, of the May 17, 2017).

Ÿ “Companies are permitted to present non-GAAP performance measures on a per-share basis, such as adjusted EPS (Adjusted earnings per share), but they are prohibited from presenting non-GAAP measures of liquidity or cash flow, such as free cash flow, on a “per-share basis” (SEC non-GAAP Financial Measures of April 4, 2018)”.

1

Current average workforce

(a)

341,179

2

Current average net income (group share)

(b)

$346,000,000

3

Current contribution per employee to average net income (Group share)

(b)/(a)

$1014

4

Estimated Absolute VaR (EL + UL)

$7,705,990,410

5

Potentially Recoverable Losses (PRL) = Absolute VaR - Risk Appetite Threshold Calibrated at 4.5% (Standard Threshold) for a PRL at 95.5%: the application can be custom-calibrated to 99.5%

$7,359,220,842

3-year plan to recover historical absolute VaR losses (UL + EL) of the last five years based on the risk appetite threshold

N: 30%

N + 1: 60%

N + 2: 100%

6

$6471

$12,942

$21,570

7

Cash surplus planned on 67% of PRLs (E)

$4,930,677,964

8

Employee incentive bonus planned on 33% of PRLs

$2,428,542,878

9

SOX ratio of the capital structure (Economic Capital/Variable Salary or Incentivized Pay) securing investments and the predictability of variable salaries over a 3-year plan

2.03

10

Fixed salary future financial performance measurement data for salary negotiations in year N or 1st year of the plan [Average of the last five years in millions in accordance with the logical historical basis of the new standardized approach to operational risk (Basel Committee on Banking Supervision, 2019) ].

$72,649,000,000