BNP Paribas’ Diversity Policy is not limited to Human Resources Management processes. Throughout the world, the Group implements concrete, visible measures applicable to all employees.
Agreements that support the Diversity Policy
In France, BNP Paribas has taken specific steps to demonstrate its commitment to Diversity by signing a number of agreements on the following topics:
- Equality in the workplace between women and men: monitoring indicators regarding these agreements, published annually in the report “Professional equality between women and men”
- People with disabilities: in 2008, a corporate agreement was concluded for a period of 4 years and renewed in 2012
- Agreement in favour of employment of seniors (2013-2015) based on three pillars: maintaining jobs, career and end of career management
- An agreement covering the question of Diversity in all its forms, unanimously signed in 2013
Professional Training to Fight against Stereotypes
The issue of Diversity is addressed at management and human resources seminars organised for the entire Group. Since 2007, a dedicated one-day training seminar called “Managing Diversity: a performance issue” has been held to educate HR professionals and managers alike about the challenges of Diversity and the risk of discrimination in their professional practice.
Today, nearly 8,000 employees have been trained worldwide through various training courses (held in Belgium, the US, France, the UK, Switzerland, Luxembourg, to name but a few).
Favouring Professional Equality between Women and Men
BNP Paribas, committed to helping women attain managerial positions, has fixed a new objective: 25% of women in Senior Management Positions as of 2014. The objective of 20% fixed for 2012 has been reached and exceeded.
In December 2011, a woman executive who had spent her entire career with BNP Paribas became a member of the Group Executive Committee. She has been named head of French Retail Banking (2,200 branches and over 32,000 staff), constituting a strong statement. Women also have significant representation on the Group’s Board of Directors, which currently counts six women directors.
Equality in the workplace is supported by the General Management, Human Resources and managers alike. In 2011, the Group demonstrated its commitment to this issue by signing the United Nations Charter of Women’s Empowerment Principles (WEP), which makes recommendations for promoting the role of women in society and business.
Innovative Measures to Promote a Healthy Work-Life Balance
BNP Paribas fosters an environment in which all employees can achieve their full potential, as demonstrated by the creation of concierge services, special leave, flexible working hours and more. Other measures have been implemented in this area, particularly with respect to parenting: in signing the Parenting Charter in 2008, BNP Paribas France confirmed its commitment to providing employees who have children with an environment that is better suited to family responsibilities (day-care facilities, organising “Family Days” for children to learn more about the places where their parents work, etc).
A People with Disabilities Policy to Promote Employment and Integration
Following its first agreement signed in 2008, BNP Paribas reinforces its commitment by signing a second agreement in favour of people with disabilities for the period 2012-2015 based on 4 axes:
- recruitment and integration
- maintaining disabled people in their jobs
- training and awareness
- development of the recourse to the protected and adapted sector
Various networks have been created for sharing, discussing and proposing a wide range of measures. Since 2004, the BNP Paribas MixCity Association has brought female managers together around the theme of equality in the workplace and the professional advancement of women.
Other networks have emerged around various other themes in several countries, as in the United States and in the UK : ethnic (“BAME”, “Respect”), LGBT (Lesbian, Gay, Bisexual and Transgender) or parenting communities.
Evaluating to Act More Effectively
The Diversity Policy is subject to regular assessments that ensure that it is implemented effectively:
- Audits and diagnostics are performed by external firms to ensure that no discriminatory practices remain
- Employees are consulted each year through the internal “Global People Survey” regarding their perception of the Group in general and the Diversity Policy in particular
- A monitoring tool towards the managers, enabling them to measure the progress on three managerial strategic goals included Diversity Management