2018 Registration document and annual fi nancial report - BNP PARIBAS542
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
Harassment and violence at work
The update to the C ode of conduct in 2016 strengthens the Group s commitment to combatting harassment, including sexual harassment. The Human Resources Department also introduced an internal procedure on how to deal with reports of harassment. Under the Global agreement , this will be implemented in all Group entities, together with measures to support victims. In 2018, penalties were imposed on the grounds of sexual harassment and/or sexism (including 20 cases in France for BNP Paribas SA which led to 2 dismissals for serious misconduct, 1 demotion , 3 reprimands , 3 warnings and 7 reminder letters).
Absenteeism and work-related accidents
The Group's absenteeism rate(1), calculated on 57 countries, was 3.2% (identical in 2017, calculated on 67 countries), plus 2.5 % for maternity/paternity(2) leave (2.3% in 2017).
(1) The absenteeism rate includes illness, work-related accidents and occupational illness, excluding travel and other authorised absences. For the fi rst time, it was calculated taking into account the method used locally by each entity, weighted in relation to headcount.
(2) The maternity/paternity rate includes maternity and paternity leaves as well as for adoption.
2017 2018
Absenteeism rate
Maternity/ Paternity
Absenteeism rate
Maternity/ Paternity
France 5.0% 2.0% 5.1% 1.9%
Belgium 4.4% 0.9% 4.8% 1.2%
Italy 3.1% 1.6% 3.4% 2.2%
Luxembourg 2.5% 1.2% 2.9% 1.2%
Europe (excluding Domestic Markets) 3.0% 4.7% 2.9% 4.7%
Rest of the world 1.2% 0.8% 1.2% 0.9%
TOTAL 3.2% 2.3% 3.2% 2.5 %
About 1,000 work-related or commuting accidents were reported in 2018, none of which was lethal.
Social benefi ts relating to protection benefi ts and retirement
In addition to the legal and agreement-based provisions, according to the regulations and practices of the countries in which the Group operates, employees can benefi t from complementary social security insurance covering their health costs and those of their families. Furthermore, they also generally benefi t from defi ned contribution pension plans (see Financial statements, note 7 Salaries and employee benefi ts), which enable them to build up capital during their professional life for their supplementary pension (in addition to any pensions paid by compulsory local plans), and to collective incentive plans designed to associate them with collective performance. The Global agreement states that, by the end of 2020, all BNP Paribas Group employees have death and disability insurance regardless of cause, except as provided in the
policy. In accordance with its regulatory environment, each business/ country determines what coverage is provided, the specifi c applicability conditions and the terms of fi nancing. These provisions must be in place by the expiry date of the Global agreement (i.e., 1st June 2021 ) with the goal to anticipate the deployment of these measures by 31st December 2020 .
It also offers fl exible employee benefi ts, enabling employees to select, to a certain extent, their level of coverage from a range of benefi ts offered aiming at long-term employability and offering sustainable choices. These benefi ts are notably available at BNL in Italy, at BNP Paribas Fortis in Belgium and in the United Kingdom since 2017.
