RepoRt on - BNP Paribas

nP Paribas/Paris
outreach to visible minorities
in france
bnP Paribas organises a range of outreach
events for visible minorities in
france. these actions are designed to enable
the group to diversify its candidate
pool and to ensure that minority candidates
are not dissuaded from applying
to join the organisation. to promote equal
opportunity, the group participates in job
fairs organised for visible minorities and
in employment diversity forums in underprivileged
areas. these include ims,
africagora, afij, the “Zéro discrimination”
initiative in lyon, and the “nos quartiers
ont du talent” project with the french
employers’ federation (medef), etc. as in
2008, the group participated in the equal
opportunity employment roadshow “train
pour l’emploi” organised in march 2009.
this event enabled the ten companies
taking part to meet job seekers who were
pre-screened by public sector employment
services, youth employment services
and associations involved in promoting
equal opportunities.
Please refer to section “ensuring recruitment
that meets the specific needs of
each business” for more information on
initiatives to promote non-discrimination
and professional insertion.
bnP Paribas stepped up its actions to promote
diversity in the workforce in 2009.
during the year, the group marked the
tenth anniversary of its presence in the
seine-saint-denis department with an
inauguration ceremony for the grands
moulins de Pantin office complex.
initiatives in favour of visible minorities
are coordinated in partnership with
non-profit associations working in the
area of professional insertion. Please
refer to the csr report under “a partner
in society” for more information on these
partnerships.
gender equality in the workplace
in 20 04, as required by the law,
bnP Paribas chose to examine the conditions
under which gender equality was
being upheld within the bank’s operations.
although well represented in the
workforce, in some cases women face
a “glass ceiling” which keeps them from
rising above a certain level. in recognition
of this issue, the group has committed
itself to foster equality of opportunity
and treatment between men and
women at all stages of professional life
and to do more to promote women into
managerial and supervisory positions.
objective 2012: 20% of women in senior
management positions within the group
diversity management is a key component
of organisational efficiency. in
this area, the group ceo has set an
ambitious goal. by 2012, women will occupy
20% of the key management positions
within the group. this will entail
a concerted effort to promote at least
100 additional women to senior management
positions.
fundQuest/boston
46 <strong>RepoRt</strong> on CoRpoRate SoCial and enviRonmental ReSponSibility
2009 prize for “best
diversity Report”
each year, France’s “international
conference on diversity”
awards a prize for the CaC 40
listed company with the most
comprehensive section on
diversity in their corporate social
responsibility report. in 2009,
the french association “défis de
la diversité” worked alongside
the prospective research centre
of groupe Alpha to analyse
corporate social and environmental
responsibility reports using
33 different indicators. bnp paribas’s
2008 annual report fully satisfied
the award jury’s selection criterion
of “high quality of information
provided to stakeholders on
diversity management”. the jury,
which comprised practitioners and
academics specialised in the field
of Csr and diversity management,
awarded its first prize to bnp paribas
for the “best diversity Report” under
the “gender equality” category.
company
agreements
in france
bnp paribas sA signed a long-term
agreement on gender equality
in the workplace in July 2007. the
agreement replaced the previous
three‑year agreement, signed in
April 2004. the agreement defines
the principles to be observed
to promote equal opportunity
and gender equality at work.
it provides for means of fostering
work‑life balance and for bridging,
over a period of three years, pay
differences between men and
women working at the same
grades and with comparable levels
of qualifications, responsibility
and professional effectiveness
as determined by performance
evaluations. A budget of
euR 3 million was set aside
to reduce salary differentials
in 2008 and 2009. the initiative
will be repeated in 2010.