2018 Registration document and annual fi nancial report - BNP PARIBAS538
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
ORGANISATION OF WORKING HOURS
➤ TYPE OF CONTRACT(1)
Men Women 2017 Total % Men Women 2018 Total %
Number of permanent contracts 91,876 96,801 188,677 96% 95,293 99,611 194,886 96%
Number of fi xed-term contracts 2,725 4,726 7,451 4% 2,854 4,887 7,739 4%
TOTAL 94,602 101,527 196,128 100% 98,147 104,498 202,624 100%
(1) Full-Time Equivalent.
➤ PART-TIME(1)
Men Women 2017 Total % Men Women 2018 Total %
Number of part-time employees 2,322 15,304 17,626 2,746 15,287 18,033
Of which part-time employees working 80% or more 1,346 10,084 11,430 65% 1,457 10,076 11,533 64%
% of part-time employees 2% 15% 9% 3% 14% 9%
% of part-time employees by gender 13% 87% 15% 85%
(1) Physical headcount taking into account 98% of Group headcount.
QUALITY SOCIAL DIALOGUE BNP Paribas promotes effective social dialogue, particularly on employment issues, prioritising internal mobility and confi rming the Group s commitment to responsible social management. This context led to the signature of the Global a greement, based on three previous European agreements, on employment, gender equality in the workplace and stress prevention.
In Europe
At end 2018, the European Works Council covered 22 countries and more than 67% of the total workforce.
In 2018, the European Works Council was involved in monitoring the European agreements signed by the Group and actively contributed to the negotiation of the Global agreement through its delegation.
Worldwide
The Global agreement is a collective social framework focused on the following seven topics:
■ human rights, social dialogue and trade union rights, reiterating the BNP Paribas commitment to internationally recognised standards and to strengthening employees awareness and training;
■ corporate social responsibility , underlining the Group s ambition to contribute to a more sustainable and fairly shared growth ;
■ employment management and change management, confirming the Group s wish to support staff as its skills requirements change through its HR 2020 strategy and and to give priority to voluntary- based solutions in the event of organisational change;
■ gender equality in the workplace;
■ promoting diversity and inclusion to continue to implement the Group policies worldwide;
■ preventing and combatting psychological and sexual harassment;
■ health and quality of life at work, with at least 14 weeks of paid maternity leave for all employees, life insurance, incapacity/disability insurance and a health insurance scheme taking into account the regulatory framework.
These measures will be phased in during 2019 and 2020. An annual follow-up will be carried out through a monitoring committee including representatives of Executive M anagement, the UNI Global Union and the European Works Council Secretariat.
