2020 Universal registration document and annual financial report - BNP PARIBAS568

7 a Committed Bank: information ConCerninG the eConomiC, soCial, CiviC and environmental resPonsiBility of BnP PariBas

7

Our social responsibility: developing and engaging our people responsibly

COMMITMENT 4: PROMOTION OF DIVERSITY AND INCLUSION IN THE WORKPLACE

By showing resilience in the face of the health crisis and by adapting the systems, the Group continues to promote diversity and inclusion through various initiatives rolled out in all geographies. These policies reflect its commitment to the United Nations Sustainable Development Goals (in this section, SDGs 5 and 10).

A SOLID FRAMEWORK, A MULTI-ACTOR COMMITMENT

An effective and cross-functional governance of diversity and inclusion, a constant commitment of the Executive Management

The Global diversity and inclusion Committee is made up of 40 members. It meets twice a year and is rolled out at country and business level. During these meetings, the participants focus on two main objectives: sharing information and best practices; co-constructing or working together on key inclusion issues. The Group Head of Diversity, Equality and Inclusion reports to the Human Resources Director and is a member of the HR Executive Committee and Strategic Committee of the Company Engagement.

Promoting diversity and inclusion also requires the mobilisation and active support of Executive Management. The personal commitment of Jean-Laurent Bonnafé is also regularly recognised for the for gender balance in business (see paragraph Outstanding initiatives below) or the inclusion of LGBT+ people(1).

Numerous and active employee networks

Internal employee networks/resource groups continue to grow and strengthen their key role in promoting diversity and inclusion, raising awareness, acting as a conduit for information and a source of innovation. In 2020, over 30,000 employees from 40 countries came together to talk about topics as varied as professional equality, sexual orientation, inter- generational harmony, parenting, origins, disability, inter-faith dialogue and veterans. The web of networks continues to expand. The deployment of Ability in France supports people directly or indirectly affected by disability.

Women in Cyber focuses on gender equality in new technologies (United Kingdom, India, Portugal, France).

A constantly evolving, increasingly inclusive framework around the world

Since the signature of the first Diversity Agreement within BNP Paribas SA in 2004, measures at each renewal have been incorporated to cover all stages of employees career paths. They were then gradually extended to all subsidiaries and regions.

Entered into force on 1 October 2020 for a period of 4 years, the 5th agreement on Diversity and Inclusion within BNP Paribas SA introduces new ambitious mechanisms that complement previous commitments. Very innovative on professional equality, it reinforces the monitoring of actions carried out under the specific budget for gender equality.

With regard to professional promotion, it includes new targets for the representation of women at each level of the managerial categories. In terms of parenthood, it gives employees the right to paid leave (30 calendar days) for the care of the child for employees who do not benefit from any statutory maternity or adoption leave. It sets up working time arrangements to support seniors in their transition to retirement. Finally, the subject of domestic violence is now also included.

More broadly, starting in 2014, the European agreement on gender equality in the workplace includes all the key elements of the Group s policy on gender equality. The elements of this policy concerning recruitment, training, gender diversity and professional development were themselves included in the Global Agreement signed in September 2018.

COMMUNICATING, RAISING AWARENESS, TRAINING: PROMOTING AN INCLUSIVE CULTURE

Training, developing and mentoring

63 countries (representing almost all of the Social Reporting Headcount) state that they offer training and awareness-raising initiatives to combat discrimination and promote diversity and inclusion(2). Some countries and entities systematically include diversity awareness materials (FRB, CIB Brazil and Cardif) in their manager training.

Some businesses continue to roll out their own learning paths, such as FRB with the e-learning Treating customers equally , intended for all sales staff and their managers within the network (75% of the target group completed both modules).

In addition, several personal development or leadership development programmes, such as Active Inclusion , #WomengotTalent , Women in Business , Women s Impact Program (Germany), Boost Her Career (FRB) make the Group s career progression more inclusive.

Communicating and raising awareness among employees and managers

To respond to the health situation, the diversity and inclusion teams have made every effort to digitise training and awareness modules to reach a large audience. For the first time, campaigns were 100% digital, with a range of podcasts, conferences, workshops, round tables and remote events. They reach more employees worldwide, notably thanks to the replay (+25% audience compared to 2019).

During the Diversity and Inclusion Weeks the adaptation of working hours in the context of remote working has made it possible to bring together a large audience: the many events organised by the local Human Resources teams and employee networks brought together more than 12,000 employees connected worldwide (United Kingdom, Germany, United States, APAC, France, Belgium, Italy ). The series of podcasts In My Shoes , accessible on the Group s intranet as well as on the Deezer and Spotify platforms, saw the number of listeners double compared to 2019 with more than 12,000 plays.

(1) For a presentation of the public positions taken by Jean-Laurent Bonnafé against homophobia and transphobia, see the page: www.linkedin.com/feed/update/urn:li:activity:6757234936744431616

(2) More than 35,000 employees registered in My Development took at least one Diversity and Inclusion training course in 2020.