Annual Report - BNP Paribas

Results
Corporate concierge services
Measures taken for maternity leave
After an initial agreement signed in 2004, BNP Paribas and the trade unions
signed a subsequent agreement on gender equality in the workplace in July
2007. This agreement is based on, reinforces and supplements the provisions
of the fi rst agreement. In particular, it ensures equal treatment of men
and women in terms of recruitment, salary and promotion, and includes
measures for maternity leave. Employees going on maternity leave have an
interview with their direct manager prior to their departure and again at least
two months before their return to defi ne the conditions under which they will
resume their post. The age limit that had been set for detecting high-potential
executives was replaced by a criterion of work experience to avoid penalising
women who have gaps in their career due to maternity leave.
Group subsidiaries BPLG, Cetelem, BNP PAM and BNP Paribas Assurance
have signed similar agreements. In 2006, another agreement was entered
into with four BNP Paribas SA trade unions regarding the implementation of
the French law of 23 March 2006 on equal pay during maternity, adoption
and post-maternity leave. This agreement lays down the rules for determining
minimum fi xed and variable salary increases. Since the agreement was
signed, it has enabled 743 women returning from maternity leave to have
their situation reassessed.
Integrating disabled persons
Tools
A review of the situation
The working conditions of BNP Paribas SA’s handicapped employees were
audited by TH Conseil, a human resources consultancy specialised in the
recruitment of disabled persons. Following the audit, Project Handicap was
put in place with a view to moving beyond an approach based on solidarity
to reach for a true commitment in terms of the Group’s corporate social responsibility.
Group subsidiaries Arval, Cortal Consors, Klépierre, BNP Paribas
Securities Services and Cetelem also established a Handicap diagnostic
review in 2006 and 2007. A special project was launched in 2007 to improve
the actions already in place to help disabled persons remain employed.
Results
Project Handicap
In order to improve the coordination of actions in place and facilitate the
inclusion of handicapped persons, BNP Paribas created a dedicated
team, Project Handicap, which is gradually establishing local contacts and
a recruitment and assistance programme. These initiatives are promoted
through internal communications aimed at the recruitment teams within
the main businesses, functions and regional departments of the banking
network. An action plan, which is set out in the one-year agreement signed
in May 2007 with Agefi ph, focuses on four main areas:
- raising awareness and offering training to the main players in the recruitment
process;
- hiring a signifi cant number of disabled workers on fi xed-term contracts,
permanent contracts and work placements, with emphasis on skills rather
than degrees;
BNP Paribas Annual Report 2007 /////// Human Resources development
Corporate concierge
services
Acting on the
recommendation of one of
the Mix City working groups,
BNP Paribas Assurance
started offering corporate
concierge services at its
Rueil-Malmaison site in
spring 2007. A number of
services are available to
employees, such as dry
cleaning, alterations, shoe
repair, car detailing and
access to a vending machine
that sells public transport
passes, stamps and parking
vouchers. The concierge on
duty ensures that the work is
completed satisfactorily and
is on call to answer any
questions about where to go
for other services – how
to fi nd an optician offering
same day lens repair, a
restaurant that costs less
than EUR 20 for a quick
lunch, or the nearest fl ower
shop open on Mondays.
As the goal is to help
to improve the work/life
balance of employees,
the services offered will be
expanded over time based
on employee needs.
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