5432019 Universal registration document and annual financial report - BNP PARIBAS

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

➤ CHANGES IN HEADCOUNT: REASONS FOR EMPLOYEES WITH PERMANENT CONTRACTS LEAVING THE GROUP(1)

Men Women 2018 Total Men Women 2019 Total

Retirement/early retirement 1,206 1,184 2,390 1,759 1,241 3,000 Resignation 6,759 6,944 13,703 7,372 7,635 15,007 Dismissals(2) 1,002 1,081 2,083 1,052 1,069 2,121 Mutually agreed departures and equivalent 572 917 1,489 668 1,014 1,682 Assisted departure plans 400 371 771 770 887 1,657 Other terminations of permanent contracts (unspecified, end of trial period, death) 1,250 1,579 2,829 1,030 1,008 2,038 TOTAL 11,189 12,076 23,265 12,651 12,854 25,505 (1) Physical headcount (Total in FTE on permanent contracts = 24,746). (2) In France, the grounds for the 587 dismissals (567 in 2018) were professional failings, unsuitability and misconduct.

28% of the departures are in Domestic Markets (stable), 37% in the rest of Europe (36% in 2018) and 35% in the rest of the world (36% in 2018).

ORGANISATION OF WORKING HOURS

➤ TYPE OF CONTRACT(1)

Men Women 2018 Total % Men Women 2019 Total %

Number of permanent contracts 95,283 99,603 194,886 96% 93,306 98,303 191,610 96%

Number of fixed-term contracts 2,852 4,886 7,738 4% 2,714 4,492 7,206 4%

TOTAL 98,135 104,489 202,624 100% 96,020 102,795 198,816 100%

(1) Full-Time Equivalent.

➤ PART-TIME(1)

Men Women 2018 Total % Men Women 2019 Total %

Number of part-time employees 2,746 15,287 18,033 2,561 14,862 17,423

Of which part-time employees working 80% or more 1,457 10,076 11,533 64% 1,435 9,800 11,235 64%

% of part-time employees 3% 14% 9% 3% 14% 9%

% of part-time employees by gender 15% 85% 15% 85%

(1) Physical headcount taking into account 99% of Group headcount.

QUALITY SOCIAL DIALOGUE BNP Paribas encourages high quality social dialogue focuses particularly on change management and jobs. This social dialogue takes the form of negotiations with the employee representative bodies to establish collective agreements recording the social progress aspects negotiated and agreed. In 2019, in accordance with the planned schedule, priority is placed on Global agreement-related insertion measures and on drafting the list of baseline indicators for monitoring the agreement, in tandem with the joint oversight Committee, which includes representatives from the Group's executive management, the UNI Global Union and the Secretariat of the European Works Council.

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 71 countries. This agreement

focuses on seven topics that continue improving the quality of life and working conditions of employees, and in doing so, help foster equality and inclusive growth. The commitments recorded in this agreement are due to be phased in for all Group employees, starting in 2019 for some measures and by 2021 for others. The monitoring of the indicators demonstrates that the agreement is being progressively implemented and will achieve the objectives by 2021. For example, in 2019, Bank of the West increased its paid parental leave for the birth, adoption or foster care placement of a child from six to ten weeks and is committed to increasing to 14 weeks starting from 1 January 2020. Furthermore, just over 93% of the workforce(1) is entitled to take at least 14 weeks of paid maternity leave. The six days of paid paternity leave cover 73% of the workforce(1). Lastly, regarding disability, 94% of entities with more than 1,000 employees have implemented at least one of the 10 commitments of the International Labour Organization Global Business and Disability Network Charter.

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