2020 Universal registration document and annual financial report - BNP PARIBAS572

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

Proportion of women 2019 2020 2020 objectives

Board of directors

6 women out of 14 members, including 1 elected by employees

(41.7% according to the rules of the Copé-Zimmermann Law)(1)

6 women out of 14 members, including 1 elected by employees

(41.7% according to the rules of the Copé-Zimmermann Law)(1)

Executive Committee 15% (3/20) 16% (3/19)

G100 (100 top executives) 30% with 50% of appointments in 2019 29%

Leadership for Change (Top 500) 27% 31% 25%

Senior Management Position(2) 29% 31% 30%

Talents Leaders for Tomorrow

Top 34% 39% 30%

Advanced 44% overall 43% Overall 46% 42% 40%

Emerging 47% 50% 50%

(1) This ratio is calculated by excluding the 2 Directors representing employees on the Board. (2) The Senior Management Position (SMP) or the Group s senior management is comprised of employees in 3,000 positions considered by the Executive

Committees of all the Businesses/Operating Entities/Group functions as positions having the most important impact on the strategic, commercial, functional and skills plans.

In the United Kingdom, CIB and Personal Finance communicate(2) figures in line with the objectives they set for themselves by signing the Women in Finance Charter to increase the proportion of women in senior management: 30% women at the end of 2023 at CIB, and 50% by 30 September 2022 at Personal Finance.

Similarly, the Group has 26 women in management positions in the Group s strategic businesses (G100) such as French Retail Banking (also a member of the BNP Paribas Group Executive Committee), BNP Paribas Leasing Solutions, Country Management (Spain, United Kingdom, Switzerland, Canada, Australia), Retail Banking Executive Management (BGL in Luxembourg and Bank of the West in the United States). Women have management responsibility for Group Human Resources, Compliance and CSR.

External recognition

BNP Paribas continues to receive high scores for diversity and gender equality in 2020.

In France, BNP Paribas holds the diversity label (since 2009) and the professional equality label (since 2018).

BNP Paribas also continues to be included in professional equality-specific indices such as the Bloomberg Financial Services Gender Equality Index (BFGEI) and the Pax Ellevate Global Women s Index Fund.

The NGO Human Rights Campaign Foundation once again gave it a score of 100/100 in its Corporate Equality Index for North American businesses that are most welcoming to and respectful of the LGBTQ population in the United States.

With an overall score of 81/100, BNP Paribas maintains its leading position in the annual ranking of S&P SAM Corporate Sustainability Assessment (top 7%) while the average for the Banking sector is down (-15 points in 2 years). These good results can be explained by the recognition of the Group s actions in the areas of Human capital development (+25 points) and Working practices (+15 points). BNP Paribas is listed on the Dow Jones World and Europe Sustainability Indices.

Lastly, BNP Paribas scored 71/100, its best performance in terms of its biannual ESG V.E rating for 2019 and 2020, thanks in particular to its very good results in terms of Human Capital (+1 point to reach 79/100, 20 points above the average of the banking industry). The agency noted the excellence of its Diversity and anti-discrimination policies (> 90/100) as well as the management of career paths and promotion of employability (> 80/100). BNP Paribas is listed on the Euronext-Vigeo Eiris responsible indices.

STRONG RESULTS

Regarding professional equality

The Group continues to promote gender diversity in key populations(1) and achieved all the objectives set for 2020. Of note is the appointment of Sofia Merlo, as Director of Human Resources, replacing Yves Martrenchar. In addition, the Group reaffirms its ambition to increase the number of women in governing bodies. The Board of directors approved the gender

equality target of 40% on the Group s Executive Committee by 2025 on the basis of the implementation methods and action plan presented by Executive Management. The Executive Management will inform the Board of directors of the results obtained. In order to achieve this objective, the Group must continue to increase the proportion of female employees in the various key populations, which constitutes the talent pipeline of the Executive Management team as illustrated in the table below. As of 31 December 2020, the Group has reached the target of gender equality in the Emerging talents population.

(1) This information complies with the requirements of article L. 22-10-10-2 of the French Commercial Code relating to the balanced representation of women and men on the committee established, where appropriate, by Executive Management to assist it regularly in the performance of its general duties and on the results in terms of gender mix in the top 10% of positions with the highest responsibilities.

(2) https://www.bnpparibas.co.uk/en/engagement/women-finance-charter/