Why have workplace diversity and inclusion become a priority? 

Diversity of origins, non-discrimination on the grounds of age, gender or sexual orientation and/or gender identity, improved accessibility for disabled people, religious diversity, etc. 

Diversity and inclusion are core commitments of BNP Paribas. 

Strong commitment 

Going beyond regulatory and legal requirements, BNP Paribas has for years developed a committed and responsible D&I (Diversity & Inclusion) policy in all countries where the Group does business. 

For nearly 15 years, to deploy its actions as widely as possible across all its entities, BNP Paribas has assembled a team and a dedicated committee involving more than 40 Diversity Officers, representing the Group’s 68 countries as well as all business lines and functions. 

This is how the “Promotion of diversity and inclusion” became one of the company’s 12 CSR commitments in 2012. In 2015, the Group defined diversity as one of its core corporate values (the “BNP Paribas Way”).

Today, one-third of the members of the Executive Committee and the G100 are women, with a target of 40% by 2025.

In the shorter term, the key talent populations are now required to meet the target of 50% women.

The representation of women in our teams must grow at all levels. The IT function has set an ambitious target of hiring 1,000 women within three years, to increase the proportion of women in this area from 32% to 37%, which will consolidate the Group's lead over other companies in the sector.

Many different actions

BNP Paribas has based its policy on three priorities that we pursue on an international level: 

Professional equality between women and men

The Group notably set the target of reaching 40% representation of women on its Executive Committee & G100 by 2025. BNP Paribas was one of the first companies to sign the “Women Empowerment Principles (WEP)” and partner with the UN’s HeForShe campaign, which promotes gender equality worldwide by mobilizing men to work for this cause.  

Multiculturalism and Diversity of origin

this is done by partnering with organizations committed to this issue (Télémaque, NQT, Club XXIème siècle, etc.), by developing specific networks connected to personal backgrounds, by undertaking actions to diversify applicant pools (Sciences-Po) and by combating stereotypes (recruiting + careers…).


As a signatory of the International Labor Organization’s (ILO) Global Business and Disability Network Charter, BNP Paribas promotes the employment of people with disabilities, takes measures to ensure job retention and encourages universal accessibility.

BNP Paribas signed in 2020 its 4th disability agreement to renew its commitment towards the professional integration of people with disabilities.

The success of this policy also stems from the commitment of more than 30,000 staff members who get involved in professional networks on a daily basis and breathe life into this policy around the world, as illustrated by:

  • Ability, the mutual aid network for employees with a disability or a disabling or chronic illness,
  • Afrinity, open to all female and male employees, the network works to promote ethno-cultural diversity and for a better representativeness of diversity at all levels of the company,

  • All Abroad, proposed for international employees with a view to facilitating their integration and everyday life,
  • Happy Men Share More, a network of men committed to closing the gender gap as well as encouraging better work-life balance,
  • BNP Paribas Mixcity, an association committed to promoting professional equality (represented in more than 20 countries and involving nearly 8,000 women and men, of whom 1,600 are in France),
  • WeGenerations is an inclusive network, the purpose of which is to increase exchanges between young and senior employees, as well as between the Group’s subsidiaries and various business lines.
  • BNP Paribas Pride, open to all employees and essentially involving LGBT+ staff and their loved ones. This network is established in 22 countries.

In many countries, BNP Paribas is committed to battling homophobia and transphobia, as confirmed by Jean-Laurent Bonnafé’s signing of L’Autre Cercle Charter in 2015, or research conducted in conjunction with the United Nations for the publication of an international Code of Conduct, the objective of which is to combat discrimination on the grounds of sexual orientation and/or gender identity in businesses. In 2019, Jean-Laurent Bonnafé was named “Ally Executive” at the 1st LGBT+ Role Models Ceremony by the L’Autre Cercle association. 

Key dates for diversity at BNP Paribas

  • 2021

    Signing of the #JamaisSansElles charter by all our 100 executive managers (the charter has been signed in 2019 by the members of the Group Executive Committee). Each signatory undertakes to decline to participate in events with at least 3 speakers without the presence of a woman.

  • 2020

    October 1st : New "Diversity and Inclusion Agreement" wich consolidates and enriches the Group’s commitments and includes an innovative parenting support system.

    Jean-Laurent Bonnafé is recognised among the top 10 executives on the OUTstanding LGBT+ Ally Executives list, for the 4th consecutive year.

  • 2019

    Signing of the partnership with Handicap International, with a view to developing the Group’s commitment to the inclusion of people with disabilities.

  • 2018

    Jean-Laurent Bonnafé becomes Thematic Champion of the United Nations’ HeForShe movement, and BNP Paribas commits to advancing gender diversity in certain traditionally male- or female-dominated professions.                                                        BNP Paribas is a partner of the Paris 2018 World Celebration of Diversity. Signing of the commitment charter to combat violence against women, “OneInThreeWomen”  

  • 2017

    Partnership with UN Women France as part of the “HeForShe Arts Week” campaign      Participation in the drafting of the international Code of conduct aiming at fighting discrimination on the grounds of sexual orientation and/or gender identity, published by the United Nations. 

  • 2016

    The Code of Conduct officially formalises the rejection of all forms of discrimination  Signing of the Charter of the ILO Global Business and Disability network
  • 2015

    Signing of L’Autre Cercle’s LGBT charter by Jean-Laurent Bonnafé who, that same year, became an ambassador of the UN Women’s HeForShe campaign.

  • 2014

    Signing of the European agreement on gender equality in the workplace.

  • 2013

    Implementation of global diversity governance and creation of a Global Diversity Committee.

  • 2011

    Signing of the Women’s Empowerment Principles.  

  • 2006

    BNP Paribas identifies discrimination as one of the 30 major operational risks for the company.

  • 2004

    Launch of the Mixcity network and first initiatives in favour of diversity.

A virtuous ecosystem

Taking action for diversity and inclusion also requires training and raising the awareness of all employees. BNP Paribas reaches out to all its employees through an increasing number of local initiatives (e-learning, conferences, signing of charters, etc.), while also contributing to developing these values beyond our company gates: by sharing these good practices with suppliers but also clients and, more generally, all stakeholders (schools and universities, associations, etc.). 

BNP Paribas thus seeks to help build a more inclusive and accountable society.

What is the regulatory context?

France now regulates certain issues relating to diversity: obligation for companies with more than 20 employees to respect a 6% quota of employees with disabilities in its workforce, while companies with more than 50 employees must be covered by an agreement or action plan on professional equality between men and women and another pertaining to employment of seniors.

In Europe, while the Convention for the Protection of Human Rights and Fundamental Freedoms of November 4, 1950 already prohibited all types of discrimination, the continent has since added several new texts: 

In France, the Diversity Charter of 2004 was a key turning point. This ethical commitment encourages businesses to respect and promote diversity within their teams. BNP Paribas was one of the first companies to sign this charter.