544 2019 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

In Europe

At the end of 2019, the European Works Council(1) covers 22 countries and more than 68% of the total workforce.

At the 2019 plenary sessions of the European Works Council, there was follow-up on the European agreements on gender equality and discussion about stress prevention.

In France, negotiations culminated in the signature of 147 collective agreements, almost one-third of which addressed compensation and/or employee savings and/or retirement protection insurance, and nearly one- third of which covered social dialogue and included the establishment of the new Social and Economic Committee.

(1) 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

Employment management

BNP Paribas practices responsible employment management by anticipating changes in order to mitigate their effects on jobs. It is carried out at all levels and through dialogue with managers and employee representative bodies. Whether it is at a global level, with the Global agreement signed in 2018, at a European level, with the 2012 Agreement on Employment that is still in force, or at a French level, with the Employment and professional paths Management Agreement (GEPP), all the agreements share three areas of focus: prioritising, voluntary solutions such as managing natural wastage in the context of major projects that impact jobs, strengthening internal mobility and enhancing employees employability through the HR 2020 strategy, against the backdrop of a profound transformation of the banking industry. Accordingly, in France, internal mobility and natural attrition have enabled the Group to manage its workforce, and at the same time, the BNP Paribas Asset Management subsidiary is initiating a voluntary departure plan pertaining to 143 positions that will extend from early 2020 to February 2021.

LISTENING TO EMPLOYEES THROUGH THE GLOBAL PEOPLE SURVEY The Group engagement survey had a record number of respondents in 2019: 78% compared to 77% in 2018 (up 7 points from 2015 and up 26 points compared to 2010), and it collected 223,576 answers to open- ended questions. This year, more than 8,500 reports were delivered to managers at all levels of the organisation (seven times more than in 2009) to help them manage transformation within their scope: measuring the impact of actions that have already begun and identifying new priorities with their teams.

Working differently is a major challenge for the Group. In 2018, a Positive management index was created; this is a key factor for encouraging employee engagement (73%, stable compared to 2018). According to this index, a manager s ability to encourage cross-functionality and cooperation improved (75%, up 1 point from 2018), as did the communication of regular feedback to employees (71%, up 1 point from 2018).

Collective agreements Number of formal

meetings

2018 2019 2019

France 114 147 1,358

Belgium 7 16 212

Italy 48 41 224

Luxembourg 0 0 13

Europe (excluding Domestic Markets) 94 92 490

Rest of the world 24 14 127

TOTAL 287 310 2,424