Group
2020-07-08
At BNP Paribas, we see value in diversity, equal opportunity and the quality of our lives together. That’s why the Group works daily with all its stakeholders to create an environment that is respectful of everyone, based on equality, and where fighting discrimination represents a primary goal.
Since 2004 and the signing of the first agreement on professional equality, BNP Paribas has pursued an active policy in favour of diversity, equality and inclusion. For example, it has taken a number of in-house initiatives to move forward in the right direction; it has also partnered with federating entities such as the United Nations and provided support to international actions whose goal is to encourage a fair environment for everyone and to make progress in the way people think of these issues. BNP Paribas’s commitment to diversity, equality and inclusion is also seen outside the Group, with regards to its customers and partners. This is reflected in its proactive initiatives and commitments in five major areas:
To promote this policy, the choice was made to set up cross-disciplinary and decentralised governance, which is crucial for a Group that has almost 200,000 employees in 65 countries. A dedicated team of 40 Diversity Officers promotes and enlivens these themes on a daily basis. In a major in-house survey conducted in autumn 2021, more than 80,000 employees expressed their highly positive view of the Group’s Diversity & Inclusion policy, with a favourable score of 84%.
BNP Paribas fully integrates the challenge of professional equality in its HR programmes, including wage equality, professional promotion, training, skills development, and other areas. It pursues its efforts to promote diversity in professional positions and representativity of women, with a view to shared governance.
"Gender diversity in our teams, with respect for each person’s differences, offers each day more creativity, commitment and, hence performance to our Group."
In information technology positions, still mostly occupied by men, BNP Paribas has set the ambitious target of raising the percentage of women in these jobs from 32% to 37% by the end of 2025. This would widen the Group’s lead compared to its peers.
women on the Executive Committee by 2025
of women in IT sector by the end of 2025 (32% in May 2022)
BNP Paribas has for several years been proactive in fighting violence against women. Such violence occurs in their private lives, but it also affects the victims’ professional lives, including their self-esteem, concentration, and productivity. Violence against women therefore constitutes an obstacle to career development and to professional equality.
Each year on 25 November, the UN International Day for the Elimination of Violence against Women is an opportunity to remind employees of the contacts and resourses that are available to them, such as the awareness-raising e-learning presentation “Marital Violence and its Impact at the Workplace”. The Group also marks its support for “Orange Day” campaign (sponsored by UN Women) by displaying an orange version of its logo on social media.
As an active member of OneInThreeWomen (Europe’s top network of companies committed to combatting violence against women) since it was established in 2018, BNP Paribas in 2021 took on new commitments by joining the “Gender-based violence” coalition as part of the Generation Equality Forum for five years. Its goal: to pursue and intensify the Group’s actions between now and 2026 via three commitments – as a pioneering company, as an employer, and as a bank.
In providing economic solutions to women subjected to violence, the banking offers provided by BNP Paribas and Nickel can help them to recover their financial independence. Since June 2020, it has also been possible for victims of marital violence to have their employee savings released. Beyond gender-based violence, no discrimination in any form has any place at BNP Paribas. Common global governance has been set up to deal with situations of moral or sexual harassment and violence at the workplace. And as the fight is also waged outside the workplace, the Group is committed to promoting the values of Diversity, Equality and Inclusion.
Professional equality also requires the right work-life balance, particularly for parents and caregivers – most of whom are women – who must deal with strong family obligations. BNP Paribas is therefore especially alert to these issues and takes numerous actions in support of employees, including providing financial assistance and day-care facilities for young children in many countries, making prevention services and occupational health teams available, and providing social welfare assistance. Talks and roundtable discussions are held on these issues to provide useful, real-world tools during the Group’s parenthood week or national caregivers day in France. Held remotely during the pandemic, these events were an opportunity for parents, among others, to discuss the difficulties they have encountered during the lockdowns.
Through our “fundamental rights and global social framework“ signed in 2018, all female employees are given a minimum of 14 weeks of paid maternity leave minimum, and male employees are encouraged to take their minimum six days of paid paternity leave, including in those countries that have not yet officially enacted these policies. Lastly, in the vast majority of our entities, adoption leave is granted to adopting couples and to same-sex couples.
Since being created last year, the CulturAll network has brought together various internal networks that act to support diversity of origins in countries where BNP Paribas is located. This is a nice demonstration of the collective and personal involvement of BNP Paribas staff in addressing a global societal challenge.
countries
in which BNP Paribas does business
nationalities
within the Group
creation
of CulturAll network
In 2015, Jean-Laurent Bonnafé was the first head of a French bank to sign the LGBT charter of Autre Cercle, a French NGO. Signatory companies pledge to create a more inclusive working environment and to ensure equality of treatment. This support marks the Group’s determination to combat discrimination based on sexual orientation or gender.
"Inclusion also means constantly questioning one’s role as an employer, while banning discrimination of all types and while creating conditions in which each person can achieve its potential and aspirations".
Throughout the year numerous initiatives are conducted to support a working environment promoting speaking out and dialogue and thus participate in the fight against gender discrimination. Some examples:
The Group’s engagement has been recognised by the regular presence since 2017 of Jean-Laurent Bonnafé on the list of the top 10 OUTstanding LGBT+ Ally Executives.
Taking action in favour of diversity, equality and inclusion also means training and raising awareness of all our teams. At BNP Paribas, actions against discrimination take various forms, including e-learning, talks, staff-development programmes, and leadership). For example, retail banking customer service reps and managers in France are given an e-learning programme on “non-discrimination among customers”; in the UK CIB managers are asked to take inclusive leadership training.
A survey conducted in 2021 of Group employees produced highly positive results on various dimensions of diversity. Employees believe that BNP Paribas pledges to treat employees fairly and equitably, regardless of their ethnic origin (88% agree), sexual orientation (88%), nationality (87%), gender (85%), possible disability (84%), or age (82%).
Mentorship is another precious tool for developing exchanges between generations:
Diversity, Equality & Inclusion: overview.
On the agenda of the 2022 edition: conferences on the themes of racism, intergenerational, ... and inspiring "Women+Girls in Tech" meetings with female employees who were converted to the Tech.
Reflecting society’s concerns, the networks create links and are, at once, relays of information, “suggestion boxes”, and vectors of awareness on themes both varied and crucial, such as professional equality (BNP Paribas Mixcity), sexual orientation and gender (BNP Paribas PRIDE), intergenerational relations (WeGenerations), origins (Afrinity and BOLD - Black Organisation for Leadership Development), disability (Ability), and others.
Photos: ©Martin Barraud/Caia Image / Westend61 / Marharyta Demydova / ReeldealHD images / Johnér / bnenin