Banken for en verden i endring The bank for a ... - BNP Paribas

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Banken for en verden i endring The bank for a ... - BNP Paribas

• human resources development / clearly identified operational challenges

> Rigorous anti-discrimination controls

An ethics alert mechanism enables all employ-

Discrimination, either at the recruitment stage ees to report any non-compliance risks they

or at any other time in an employee’s career, may come up against and, in particular, any

has been identified as one of thirty major risks practices they may find discriminatory.

faced by the Group worldwide. In 2005 and

2006 a risk analysis was carried out to assess

the potential causes of discrimination, define

prevention controls, weigh up possible consequences

– financial, legal, image-related or

other – and prepare an action plan. A quarterly

report is presented to the Executive Committee

regarding this action plan.

Organisation and resources

for fighting discrimination

In September 2005, a Head of Diversity

was appointed within BNP Paribas’ Human

Resources function. He is responsible for

defining overall policy and coordinating nondiscrimination

action plans, promoting equal

opportunity and increasing the number of

women and foreign nationals among senior

Percentage of staff employed

locally by geographic area

North

America

98.8%

France

99.8%

Europe

98.9%

Other

territories

97.9%

executives. The Head of Diversity’s duties also

include overseeing the Group’s policy in favour

of disabled employees.

An international workforce

By employing local people, BNP Paribas directly

contributes to the development of the countries

in which it operates and therefore is naturally

integrated into the different cultures and communities

concerned. Local employees can thus

gain access to senior positions within subsidiaries

and branches, and can pursue careers

within the Group.

Asia

94.8%

79 BNP PARIBAS AND ITS STAKEHOLDERS

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