2020 Universal registration document and annual financial report - BNP PARIBAS 575

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

RECRUITMENT In 2020, the Group recruited 14,871 people on permanent contracts worldwide (-29% compared to 2019), including 2,158 in France. With 63% of the hires in Europe (62% in 2019), BNP Paribas reaffirms its status as a leading European bank.

For the third consecutive year, France is the top recruiting country with 15%. The United States of America (14%) and India (11%) remain very active, followed by Portugal (8%).

The Group records a voluntary turnover rate(1) of 5.6% in 2020, mainly because of the high rates of voluntary departures in India (10.5%), the United States of America (10.2%), and Eastern European countries such as Romania (16.8%), Bulgaria (15.5%), Ukraine (14.4%) and Poland (9.5%), partly due to local employment trends in those markets. Outside those markets, the Group s voluntary departure rate was 4.1%. It is lower than this rate in the Domestic Markets: 3% for Belgium, 3% for Luxembourg, 2.8% for France and 1.3% for Italy. At Group level, the turnover rate(2) was 8.9% (11.5% in 2019)

In 2020, BNP Paribas remains perceived as an employer of choice

The Group maintains its visibility on social networks. It attracted nearly 200,000 subscribers on LinkedIn.

BNP Paribas was awarded the Top Employers Europe certification for the 8th consecutive year in 7 countries: Belgium, France, Italy, Poland, Turkey, Luxembourg and Ukraine. The Group stands out through its diversity and inclusion schemes (+20 points(3)), its level of employee commitment (+14 points(3)) and by supporting career paths and talent development (+11 points(3)).

BNP Paribas reinforced its image as a responsible employer and maintained the quality of its candidate and employee experience.

Aware of the societal challenges posed by the social crisis, the Group continued to recruit during this period. In addition, it continued to provide a quality candidate experience and to support its employees during this special period.

Increased appeal The various initiatives launched by the Group to support its customers, employees and the civilian population (see Supporting major players helping vulnerable populations, Commitment 9) have strengthened BNP Paribas brand appeal among its internal and external audiences. At the same time, the #PeopleOfBNPParibas series highlights the actions of employees through video profiles broadcast internally and on social media.

To promote the pillars of its employer promise, the Group innovates through testing in France previews of the new Stories format on LinkedIn to anchor two of these pillars of its employer promise in the daily lives of employees: Sustainable and Responsible Global Leader and Learning Company (4).

Maintaining candidate experiences In order to maintain the relationship with candidates, and in particular students, many countries have maintained their virtual events with schools. As a result, young graduates programmes are being carried out, notably at CIB in the United States, with 79 permanent hires. In France, the Group welcomes 2,000 work-study students and 1,500 interns.

At the same time, some entities have adapted their recruitment process using new digital tools. In particular, BNP Paribas Fortis, Arval Italy and BNL and the APAC region, benefited from a pilot project using VisioTalent, a digital platform that makes it possible to conduct remote recruitment interviews.

To facilitate the integration of new employees into the Company, the United States, the United Kingdom and Belgium offer very comprehensive, fully digital onboarding and training programmes to promote a sense of belonging and develop new business and technical skills.

Listening to employees More than ever in this disrupted period, close communication between managers and employees has increased, with listening and support being at the heart of the prerogatives of every manager through the principles of Positive management .

Innovative initiatives have emerged to inform, support and unite teams throughout the lockdown. This is the case of BNP Paribas Personal Finance, which has adapted the use of its Gate 2 know app during the lockdown to unite its employees from all countries around a community of information sharing and discussion between employee and managers.

This year, the Group is rolling out its new listening strategy by creating employee surveys which are more agile, more local and more effective. Entities freely choose from a library of 500 questions created by an internationally renowned specialist on engagement topics(5). In its first year, the scheme met with a particularly high participation rate of 64%, representing 129,000 participants. A total of 90 surveys were organised in 55 countries.

(1) Calculation method: [Resignations of employees and mutually agreed departures during the year N]/[Headcount present at 31 December in the year N-1 + Hires of employees during the year N] permanent contracts only and in FTEs.

(2) Calculation method: [Employees definitevily leaving during the year N]/[Headcount present at 31 December in the year N-1 + Hires of employees during the year N] permanent contracts only and in FTEs.

(3) Compared to the overall average of the 954 companies certified as Top Employers Europe.

(4) The other two pillars Open-minded Group and the Place to work differently will be represented later.

(5) Gras Savoye Willis Towers Watson.