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

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

• human resources development / clearly identified operational challenges

At Group level, information on diversity has been

published on the intranet and in the weekly

newsletter accessible to all employees. Topics

included news of the launch of the documentary

Plafond de verre (The Glass Ceiling) sponsored

by IMS, an association of French companies – of

which BNP Paribas is a member – that promotes

corporate social responsibility; reminders concerning

the Group’s commitments with regard

to diversity; the results of the test performed on

BNP Paribas recruitment processes by HALDE;

and regular updates on Projet Banlieues, which

addresses issues of employment and social

inclusion in France’s underprivileged suburbs.

Several sites outside France, in particular in

London, in Canada and within Bank of the

West, have implemented internal communication

strategies that underscore their commitment to


> Combating discrimination: an integral

BNP Paribas takes part in various forums and

part of career management

working groups on recruitment and diversity.

Non-discriminatory hiring processes

These include IMS, Africagora, AFIJ, the Zéro

Recruitment procedures have been put in place Discrimination initiative in Lyons, and the Nos

to prevent discrimination and boost equal oppor- quartiers ont du talent project with the French

tunity. A central team processes more than employers’ organisation MEDEF. The Group

90% of applications received in France, help- frequently attends recruitment fairs in undering

to ensure an objective recruitment process. privileged areas.

The publication of information on vacancies and

internship opportunities on the Group’s website Promotion to senior executive level

helps to ensure transparency.

Since 2005, the Group has requested that the

A comprehensive review of recruitment meth- HR function pay particular attention to non-disods

led to changes in procedures. Systems criminatory practices with regard to promotions.

for assessing personality and behaviour at A manager must be able to guarantee that there

work were fine-tuned to make interviews with has been no discrimination of any kind (ageism,

recruitment managers more objective. A new racism, sexism) at any stage of the nomina-

tool was introduced in 2006 that helps sort tion process. Special consideration is given to

curricula vitae based on the requirements of ensuring a balance in the proportion of male and

five standard positions that account for a large female candidates put forward for promotion, as

proportion of branches’ recruitment. This auto- well as to including older employees. In 2006,

matic sorting helps recruitment managers by employees aged 55 or older accounted for more

pre-selecting the most suitable candidates for than 7% of promotions.

each post. Candidates’ nationalities no longer

appear on application forms filled in on the

Group’s website.


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