2020 Universal registration document and annual financial report - BNP PARIBAS 577

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

QUALITY SOCIAL DIALOGUE BNP Paribas conducts a high-quality social dialogue, fueled by projects related to the Group s transformation and their impact on employees. In 2020, as a result of the global health crisis, social dialogue has intensified. In addition, with regular additional remote meetings, management and employee representatives regularly discussed the measures envisaged as part of crisis management to ensure the high level of protection desired by the Group in terms of health and safety of employees and continue to maintain the banking activity essential to the economy.

Worldwide

The Global agreement is continuing to be implemented, helping to consolidate fundamental rights at work and establish a common social foundation for employees in all 68 countries. This agreement focuses on 7 topics that continue improving the quality of life and working conditions of employees, and in doing so, help foster equality and inclusive growth. The clear progress made in 2020 is in line with the objectives set in this Agreement. In terms of maternity leave, the entities representing more than 99% of the headcount(1) are entitled to at least 14 weeks of paid

maternity leave. This percentage is 78% of the headcount(1) for whom paid paternity leave is 6 days. Two-thirds of the Social Reporting Entities state that Group benefits for maternity and paternity leave are more favourable than the applicable law in their country. Finally, regarding disability, all entities with more than 1,000 employees, and almost all Social Reporting Entities have implemented at least one of the 10 commitments of the ILO Business and Disability Charter, of which the Group is a signatory.

In Europe

The European Works Council(2), at the end of 2020, covers 22 countries and more than 67% of the total headcount.

It contributes significantly to the implementation of the European social charter including the European agreements on employment management (2012), on gender equality (2014) and stress prevention (2017). These agreements are also subject to regular monitoring by the European Works Council.

In France, negotiations continued despite the health crisis, with 106 agreements signed in 2020, including 71 agreements on compensation/ employee savings and retirement and 7 agreements on gender equality.

(1) Covering 94% of the Group s FTE.

(2) European Works Council comprising the employee representatives from entities based in all countries within the European Economic Area, excluding entities that are not majority- owned.

A forum for discussion and collective agreements

➤ NUMBER OF COLLECTIVE AGREEMENTS SIGNED AND OFFICIAL MEETINGS

Collective agreements Number of formal meetings

2019 2020 2019 2020

France 147 106 1,358 1,277

Belgium 16 3 212 193

Italy 41 58 224 266

Luxembourg 0 0 13 12

Europe (excluding Domestic Markets) 92 176 490 573

Rest of the world 14 12 127 121

TOTAL 310 355 2,424 2,442

Employment management

In a context of the health, economic and social crisis, the Group wanted to guarantee to maintain the salaries of all employees in the 68 countries in which it operates, including those who cannot work or are unable to remotely work. In addition, the Group did not wish to use the short-time work/ technical unemployment scheme (except for a secondary business activity and in only one country with full compensation).

BNP Paribas practices responsible employment management by anticipating changes necessary to maintain its economic performance, its capacity for development and therefore employment over time. It relies on dynamic internal mobility, a source of skills enhancement,

supported by significant investments in training. This mobility is also facilitated by the widespread use of a digital HR platform facilitating a better understanding of employees skills and their wishes.

Employment is managed under collective agreements concluded at different levels: global, European and French. In France, the Group does not carry out any forced redundancies, preferring internal mobility and voluntary solutions to manage employment, under an agreement between management and trade unions. In other countries around the world, redundancies are exceptional because the Group is committed to the terms of the European Agreement of 2012 and the Global Agreement of 2018.