2018 Registration document and annual fi nancial report - BNP PARIBAS534
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
Fighting sexism and violence against women
BNP Paribas Personal Finance launched a campaign against sexism both internally and on social media.
The revamped RespectU app was relaunched by FRB to clarify the regulatory framework, the Bank s commitments and the whistle-blowing alert system.
On 9 November 2018, BNP Paribas and six other large companies launched the European network One in Three Women . By signing the charter, the companies commit to pooling their efforts to create and try ways to combat violence against women.
Parenting and work-life balance
On top of the family days and kids days set up around the world, BNP Paribas also organised for the sixth consecutive year a parenting week in France.
Generations
For the fourth consecutive year, BNP Paribas took part in the One Young World annual international summit for the leaders of tomorrow, with a delegation of 40 Emerging Leadership talents from 15 countries.
In France, the Group contributed to PaQte 2021 , an initiative of the French President, and pledged to offer at least 1,500 practical training seats to secondary school students in designated disadvantaged urban areas.
Promoting and complying with the International Labour Organization fundamental conventions on Human Rights
BNP Paribas does not tolerate any form of slavery or human traffi cking. In its C ode of conduct, the Group has, in particular, committed itself to promoting the respect for human rights in its sphere of infl uence and to treat in a dignifi ed manner all employers, who owe each other mutual respect.
BNP Paribas carries out an annual review of countries that are high-risk in terms of human rights(1). The Group operates in 26 countries with a worrying situation representing 16% of its total headcount (versus 18.5% in 2017) and no longer operates in any high-risk country. Furthermore, 5 employees in the Group are listed as being under the age of 18 but older than 16 (1 in Brazil, 2 in Germany, 1 in the United States and 1 in the United Kingdom). (For further information, see chapter 7, part 4 Commitment 8: Combat social exclusion and support human rights).
STRONG RESULTS
Regarding gender equality
The Group continues to increase gender equality in key populations(2).
(1) Source: Verisk Maplecroft (Human Rights Risk Index) identifi ed 8 high-risk countries countries and 97 countries faced with a worrying situation in 2018 (compared with 20 and 87 countries respectively in 2017).
(2) This information complies with the obligations set forth in article L.225-37-4-6 of the French Commercial Code relating to the way in which the c ompany seeks a balanced representation of women and men on the committee created by Executive Management, where applicable, to assist it regularly in the performance of its overall missions and on the results in terms of gender diversity in the top 10% of senior management .
Share of women 2017 2018 2020 Objective
Board of directors
7 women out of 14 members, of which 2 elected by employees
(41.7% according to the rules set by the
Copé- Zimmermann Act).
6 women out of 14 members, of which 1 elected by
employees (41.7% according to the rules set by the
Copé- Zimmermann Act.(1)) -
Executive Committee 10.5% (2/19) 10.5% (2/19)
G100 (Top 100 executives)
26% with 36% of appointments during
the 2012-2017 period
27% with 39% of appointments during
the 2014-2018 period -
Leadership for Change (Top 500) 25% 25% 25%
Senior Management Position(2) 27% 28% 30%
Talents Leaders for Tomorrow
Top 31% 36% 30%
Advanced 38% 42% 40%
Emerging 43% 47% 50%
(1) This ratio is calculated by excluding the 2 directors representing employees on the Board. (2) The Senior Management Position (SMP) or the Group's senior management is comprised of employees in 3,000 positions considered by the Executive
Committees of all the Businesses/Operating Entities/Group functions as positions having the most important impact on the strategic, commercial, functional and skills plans.
