Create successful ePaper yourself
Turn your PDF publications into a flip-book with our unique Google optimized e-Paper software.
The Group has also shown its commitment to diversity by<br />
signing the Apprenticeship Charter in France in 2005 and,<br />
in 2007, an agreement with Agefi ph, the French association<br />
promoting the integration of disabled people within<br />
the workforce. This agreement focuses on four main<br />
areas: (i) establishing the “Group Project Handicap” team,<br />
through local contacts and a recruitment and assistance<br />
programme; (ii) raising awareness and offering training to<br />
the main players in the recruitment process and facilitating<br />
integration with the help of internal communications;<br />
(iii) recruiting disabled workers for fi xed-term or permanent<br />
contracts, work placements, temporary work or<br />
work/study programmes; and (iv) stepping up the current<br />
efforts made to keep disabled workers in the workforce.<br />
<strong>BNP</strong> <strong>Paribas</strong> has also signed agreements to promote<br />
gender equality in the workplace and carries out frequent<br />
initiatives to offer women and men the same career<br />
opportunities and eliminate the “glass ceiling”. At subsidiary<br />
level, Cetelem was once again awarded certifi cation<br />
for workplace equality during the year, and in December<br />
2007 GIE <strong>BNP</strong> <strong>Paribas</strong> Assurance signed an agreement<br />
on workplace gender equality.<br />
½ A dedicated management structure<br />
A Head of Diversity at Group level<br />
In 2005, a Head of Diversity was appointed within <strong>BNP</strong><br />
<strong>Paribas</strong>’ Group Human Resources function, responsible for<br />
Percentage of local staff employed by geographic area<br />
(*) Europe (excluding France).<br />
North<br />
America<br />
98.6%<br />
France<br />
99.9%<br />
Other<br />
territories<br />
98.2%<br />
defi ning overall policy and coordinating non-discrimination<br />
action plans, promoting equal opportunity and increasing<br />
the number of women and foreign nationals among senior<br />
executives. The Head of Diversity’s duties also include overseeing<br />
the Group’s policy in favour of disabled employees<br />
and disseminating the Group’s policies in this regard.<br />
A Diversity Committee, established in September 2007,<br />
coordinates the initiatives of the core businesses and shares<br />
good practices.<br />
An anti-discriminatory promotion process<br />
Since 2005, the Group has requested that the HR function<br />
pay particular attention to non-discriminatory practices with<br />
regard to promotions. A manager must be able to guarantee<br />
that there has been no discrimination of any kind (ageism,<br />
racism, sexism) at any stage of the nomination process.<br />
The proportion of female employees receiving promotion<br />
is one of the indicators that is regularly monitored (See<br />
Registered Document, NRE Appendices – Social Chapter,<br />
indicator 19, p. 256).<br />
International teams<br />
By employing local people, <strong>BNP</strong> <strong>Paribas</strong> directly contributes<br />
to the development of the countries in which it operates and<br />
therefore is naturally integrated into the different cultures and<br />
communities concerned. Local employees can thus gain<br />
access to senior positions within subsidiaries and branches,<br />
and can pursue careers within the Group.<br />
Europe (*)<br />
99.0%<br />
Asia<br />
96.6%
Change language