RepoRt on - BNP Paribas

diversity report in november 2009. the
report is designed to measure the results
of initiatives underway within the
group since 2004. specific indicators
have been developed for each crosscutting
component of the group’s
diversity policy. these include: diversity
of backgrounds, gender equality, employment
opportunities and integration
of disabled persons and age diversity.
group initiatives in the area of diversity
are publicised on the corporate website:
www.bnpparibas.com/diversity; as
well as through bnP Paribas’s corporate
blog: www.forachangingworld.com.
diversity of backgrounds
international teams
as bnP Paribas has grown and expanded
internationally, the group’s worldwide
workforce has increased over
successive years since 2000, exceeding
200,000 employees at end-2009. in the
last nine years, the percentage of employees
outside france has risen from
40.8% to 67%. to accompany its rapid
international expansion, bnP Paribas
strives to include more international
managers in its executive teams, as
demonstrated by its appointment of a
non-french national to the executive
committee. the proportion of non-french
nationals in the management cadre has
increased significantly thus creating ever
more international management teams.
peRcentAge of locAl stAff employed
by geogRAphic AReA
noRth AmeRicA: 98.6%
lAtin AmeRicA: 98.7%
AfRicA: 98.5%
fRAnce: 99.7%
euRope: 99.3%
middle eAst: 96.1%
AsiA: 96.2%
oceAniA: 98.1%
(1) Staff members who are not employed under expatriate agreements.
the group’s expatriation policy has
been devised to foster an international
corporate culture and to facilitate
the formation of international teams:
expatriation kit, support programme
for spouses of expatriates, intercultural
awareness training. in the united states,
a new training programme has been
designed for employees transferred
from other countries. the programme
helps employees to understand cultural
differences that can impact on their
working methods, management styles
and teamwork approaches.
by employing local people, bnP Paribas
directly contributes to the development
of the countries in which it operates.
this not only ensures that the
group becomes closely embedded
within each culture and community,
but also provides local employees (1)
with access to positions of higher responsibility
within the subsidiaries and
branches while enabling them to pursue
careers within the group.
in 2008, the group pilot tested a new
training course for Hr managers entitled
“managing diversity as a component
of performance”. the training course
was trialled across a variety of business
lines and functions. in 2009, this training
course was extended to managers outside
the Hr function. in france, a total
of 1,200 managers had undergone the
course by end-2009.
45 <strong>RepoRt</strong> on CoRpoRate SoCial and enviRonmental ReSponSibility
A diversity award
in france
in 2009, bnp paribas became
the first and only french bank
to be awarded the french
government’s “label diversité”.
this certificate recognises
the initiatives pursued by the
bank since the signature of its
diversity charter in 2004 and
rewards bnp paribas for its
exemplary practices in terms
of diversity in france. the “spirit
of diversity” policy covers
18 forms of discrimination
which are prohibited by law:
origin, gender, age, marital
status, pregnancy, physical
appearance, surname, health
status, disability, genetic
characteristics, lifestyle,
sexual orientation, political
beliefs, membership of a
trade union and belonging or
non‑belonging, whether actual
or assumed, to an ethic group,
nation, race or religion.
the award was conferred
on the recommendation of a
committee of representatives
from government, trade unions,
employer representative
bodies and france’s national
association of human
resources directors (andrH).
it recompenses the group’s
determination to play a key role
in fostering social insertion,
equal opportunity, social bonds
and non-discrimination.