By ensuring that all HR processes support the fight against discrimination and by valuing its employees’ skills alone, BNP Paribas promotes Diversity throughout its employees’ careers.

Recruitment: Tools for a Fair Hiring Process

Recruitment is regulated by an internal code of ethics and by a set of permanent controls that ensure Diversity is a key consideration during the process of hiring future employees.

Over the course of 2011, BNP Paribas rolled out a job application management tool in a number of countries around the world. This ensures the traceability of the various steps associated with recruitment and provides greater control over the risk of discrimination.

BNP Paribas supports the education, and fosters the integration, of young people in companies through a range of initiatives and partnerships (France, USA, UK, Italy, etc.).

Career Management and Training: Equal-Opportunity Career Progression

BNP Paribas ensures that no discriminatory criteria are allowed to impact the various stages of employees’ careers (annual appraisal reports, internal job advertisements, selection criteria for promotions, access to training, etc.).

Remuneration: Equal Work, Equal Pay

Instructions regarding equal treatment are sent to all parties concerned prior to initiating any remuneration process throughout the Group. In France, since 2008, salary catch-ups are being implemented to eliminate any unjustified discrepancies between women and men.

The Diversity Label

Awarded to BNP Paribas in 2009 by AFNOR  and renewed in 2012 for a three-year period, the Diversity Label marks the recognition of BNP Paribas’ commitment to Diversity in France.

The terms of the Label call for an assessment in five areas:

  • Diversity inventory
  • Diversity Policy
  • Internal communication, awareness and training
  • Taking Diversity into account in business activities
  • Assessment and areas for improvement in the Diversity process

A powerful performance-enhancing tool with respect to the Diversity Policy, the Label is a lever for driving continuous improvement for BNP Paribas’ employees and General Management alike.

Recruitment Procedures and Respect for Diversity

Clotilde DemangeHuman Resources Project Leader Clotilde Demange discusses equality of treatment in the recruitment process.

How do the Recruitment Procedures Ensure Respect for Diversity?

The challenge we face is to ensure equality of treatment throughout the entire recruitment process. The first step is to ensure that the information we disseminate about job opportunities is widely accessible. The next step involves the objective assessment of skills and qualifications, based on clear and transparent job offers. This also entails educating and training recruiters in anti-discriminatory practices. Finally, the entire recruitment process is subject to spot checks on randomly selected candidate files. This tightly constructed framework of measures and procedures ensures that we can control the risk of discrimination from the very start of the recruitment process right through to the end.

In Specific Terms, How do you Promote Diversity?

One area in which we’ve recently made great strides is communication: how we make contact with candidates who wouldn’t otherwise spontaneously approach us. We work with the Pôle Emploi (the French governmental employment agency) as well as with the not-for-profit world to attract people who may not necessarily be looking for a career in banking, but whose profiles may be of interest to us. We also seek to attract individuals with skills that may not necessarily have been acquired through traditional academic training. Again, this presumes the use of a diversified range of information channels. We’re also working on “simulation” recruitment methods, which rather than being CV-based, are part of a process whereby candidates demonstrate their skills by working through simulations of real situations.

How Do You Approach the Issue of Non-Discrimination?

By continually improving our procedures through enhancing the traceability and centralisation of the recruitment process, we contribute to improving our control of the risk of discrimination. That said, we go further than just complying with the principles of non-discrimination. We are continually working to improve our procedures, and we don’t hesitate to rethink them on a regular basis. At the same time, we are increasing our communication efforts with respect to recruitment with the aim of expanding the range of candidate profiles and thereby improving diversity. Recruitment is a reflection of society, so when society changes, recruitment procedures and communication must also adapt to reflect these changes.