2020 Universal registration document and annual financial report - BNP PARIBAS 581
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
Caregiver support measures
In France, the Social Action Department carried out awareness-raising actions on the impact of lockdown and the health crisis on family relationships, school drop-outs, addictions, caregivers and intra-family violence. The Group is involved in discussions on vulnerabilities, single parenthood and violence against women. Targeted actions to support management and the HR line in the event of the death of a colleague or family member have been initiated. Talking groups led by a psychologist and a social worker among employees, either caregivers or cancer patients, are always very popular.
BNP Paribas has implemented a host of measures to support employees who are caregivers, such as: an agreement on donating days off for employees who take care of a disabled or dependent parent, child or spouse, awareness-raising initiatives (newsletter, regular group events, how-to guides), training courses, partnerships with experts (Fepem, French Red Cross, etc.), discussion groups on special topics, and access to a platform of psychologists.
Other innovative initiatives supported by the Group extend these programmes, such as the Tilia mobile app, the product of an intrapreneurial venture that combines human support with a digital
solution. This app, which can be used on a tablet computer or smartphone, includes features such as personal assistants who are available 24/7 via chat or telephone, a calendar and list of contacts shared between the caregiver and care recipient, a record book (to be notified in real time when the relative s home caregivers visit), and a section with information on topics such as disability, loss of independence, continuing to live at home and advice for caregivers.
Absenteeism
The Group s absenteeism rate(1), calculated for 64 countries, is 3.4%, plus 2.6% for maternity/paternity leave(2).
This year, a number of non-customary trends have emerged: some employees have taken sick leave to look after their children (closed childcare, homeschooling, etc.). At the same time, employees took less sick leave because other types of virus have almost disappeared due to the lack of contact during the lockdown. Covid-19 makes it difficult to compare the year-on-year figures and the absenteeism rate for 2020 cannot be used as evidence of a trend.
(1) The absenteeism rate includes illness, work-related, accidents and occupational illness, excluding travel-related accidents and authorised absences. It is calculated with reference to the method used locally by each entity, weighted by headcount.
(2) The maternity/paternity rate includes maternity and paternity leave, parental leave as well as adoption leave.
(3) The frequency rate corresponds to the number of accidents per 1 million hours worked and the severity rate corresponds to the number of days lost per 1,000 hours.
In %
2019 2020(1)
Absenteeism rate Maternity/
Paternity Absenteeism rate Maternity/
Paternity
France 4.6% 2.2% 5.3% 2.2%
Belgium 4.9% 0.9% 4.7% 0.7%
Italy 3.4% 2.3% 3.0% 2.1%
Luxembourg 2.3% 0.9% 2.2% 1.0%
Europe (excluding domestic markets) 3.3% 5.4% 2.9% 5.1%
Rest of the world 1.2% 1.1% 1.3% 1.0%
TOTAL 3.3% 2.7% 3.4% 2.6%
(1) FTE for 96% of the Group s headcount. The absenteeism rate takes into account the number of paid and unpaid days of absence by the Group, compared to the average number of paid and unpaid employees.
Work-related accidents
Approximately 1,100 work-related accidents were reported by 23 countries in 2020, including more than 600 commuting accidents (2 fatal accidents).
The frequency rate for work-related accidents amounts to 0.94% and increases to 2.05% if commuting accidents are added. The severity rate is 0.05% excluding commuting accidents, and 0.09% if the days lost due to commuting accidents are added(3).
Harassment and violence at work
The update to the Code of conduct in 2016 strengthens the Group s commitment to combatting harassment, including sexual harassment. The Human Resources Department also introduced an internal procedure in 2018 on how to deal with reports of harassment. The Global agreement reminds its implementation in all Group entities, together with measures to support victims. In 2019, 98 sanctions were imposed for sexual or psychological harassment, sexist behaviour or violence at work (37 dismissals, 1 demotion, 3 temporary suspensions, 23 official reprimands, 32 warnings and 2 wage deductions). For the 1st half-year 2020, 46 sanctions were imposed for these reasons (13 dismissals, 15 reprimands, 18 warnings).
