We face a wide range of challenges today: the pursuit of greater efficiency, the adoption of generative artificial intelligence (AI), cultural transformations, etc. With this in mind, we rely on tools and mechanisms that enable us to listen to our employees and managers regularly. We use barometers, such as the Pulse survey, to gauge the level of engagement among our teams. Our NPE (Net Promoter Employee) index, which measures employee engagement, satisfaction and loyalty, is part of a proactive, comprehensive process that emphasises factors such as the quality of the working environment, diversity and inclusion, and leadership.
Acting as partners to the business lines
To support the transformations under way, our Human Resources teams work closely with the business lines and managers. They anticipate developments in order to assess their impact on jobs, in terms of both skills and ways of working. HR teams provide managers with a support and development programme designed to assist them in their roles. To strengthen employee loyalty, they have access to resources and tools dedicated to managing their teams.
Promoting skill development among teams
At a tech company such as BNP Paribas, generative AI represents a major shift that must be turned into an opportunity. To successfully navigate this transition, our priority is to meet the needs of all business lines by upskilling our teams. To this end, in October 2025, we launched the Tech Academy (see below), enabling all employees to integrate AI into their working methods. Moreover, since June 2025, the new My Learning training platform has enabled our employees to independently manage their learning paths and skill development. It has already proved a success, with more than 80% of employees signing up.
Placing the right skills, in the right place, at the right time
To address the challenges facing the sector, ensure the employability of our teams, and provide managers with the skills they need when they need them, while strengthening cross-functional collaboration across the Group, we are updating our skills catalogue at a faster pace. Our goal is threefold: to identify our priorities in terms of talent acquisition, facilitate internal mobility, and pinpoint critical jobs with recruitment gaps. This exercise allows us to guide our in-house Job Boost work-study programme towards positions with a marked technical dimension, which are often difficult to fill, such as Business Analyst or Data Scientist. The employees concerned benefit from mobility opportunities, while being trained to consolidate the skills required for their new jobs.
In a context marked by rapid technological developments and increasing regulatory requirements, we are continuing to roll out our People Strategy by focusing on three areas: having the right people in the right place at the right time; aligning team skills with the Group’s strategy; and ensuring the well-being of every employee.
Fostering gender diversity
BNP Paribas continues to increase the number of women in its governing bodies. For instance, women account for 43% of the G100, which brings together the Group’s hundred or so main senior managers. At the same time, we are continuing our work to achieve greater gender equality in structurally unbalanced jobs, through recruitment and mobility initiatives. Efforts are particularly focused on IT and digital technology through the Women in IT programme. We have set ourselves a target of 35% women in the IT sector by 2030. As a result of the initiatives carried out, this rate had already reached 30% at the end of 2025.
Committing to the health and well-being of teams
We are committed to the global We Care programme, which deploys targeted local actions focused on prevention, information and support, addressing two major risks: sedentary lifestyles and mental health. This programme is all the more necessary in the context of the accelerating transformations that we are undergoing. It is already widely deployed, with 98% of our employees able to benefit, for example, from online psychological support. The health and well-being of our employees and managers are, now more than ever, a priority on which we will make no compromises.
Our Tech Academy
Launched in October 2025, the Tech Academy brings together two former programmes: our Digital, Data & Agile Academy, and our IT Academy. It provides our teams with a training offer that meets the Group’s needs in terms of data, AI, IT, tools and methods. It aims to strengthen skills regardless of the level of expertise, with content ranging from introductory training for novices to dedicated courses for the most experienced, including upskilling and reskilling modules. In 2025, nearly 73,000 employees (over 37%) completed at least one training course from the Tech Academy catalogue, including more than 22,000 who took the generative AI introductory module.
2025 integrated report "Drivers of acceleration"
Find this article and other views of our Group’s experts in our 2025 Integrated Report.
