2012 Registration document and annual financial report - BNP Paribas

7ARESPONSIBLE BANK: INFORMATION ON BNP PARIBAS’ ECONOMIC,SOCIAL, CIVIC AND ENVIRONMENTAL RESPONSIBILITYSocial responsibility: pursuing a committed and fair human resources policyPartnership policy with schools and universities:prioritising on job training for young people in thefour domestic marketsThe Group invests heavily in young people. It is developing its relationshipswith universities and schools to improve awareness of all its availablecareers, and to foster the professional integration of young people.In France, the Group hired 1,574 people on work-study programmesin 2012 (+11.6%), taking the total to 2,339 at end-2012. These youngpeople following diploma and masters’ courses receive training in theirfuture occupation and gain the necessary experience to ensure that theyare fully prepared to work once they graduate. Thanks to this training,the Group has a pool of talented, young graduates with knowledge ofits businesses and culture, with potentials assessed over a long period.Work-study programmes not only help to promote social mobility andprofessional integration for participants, but also enable them to receivea salary during their studies. In 2012, the Group hired on permanentcontract 52% of the eligible applicants on work-study programmes.To reach young people through a comprehensive presence on digitalmedia, the Group launched in France its Facebook and Pinterest pagesin summer 2012. Its Twitter account is ranked as the 5th most influentialHR account by Althéa.BNP Paribas Fortis continued its dynamic and creative approach toattracting candidates by launching two new features on its Facebookpage: the “Social Scan” application, which takes a light-hearted look athow our Facebook friends perceive the Group, and a web series entitled“sh*t applicants say”, which parodies job interviews in an intentionallyexaggerated way. These two features are very popular, and their popularitystretched far beyond Belgium.The Group formed a global partnership with Bocconi University in Milan,the main aim of which is to recruit interns into the Group’s variousbusinesses several times per year. In Italy, the Group again held its “BNLrecruiting Day” and “OrientaMente” events, which enable BNL to receivethousands of CVs from students wanting to take part in recruitment andcoaching sessions. These initiatives illustrate the Group’s desire to workclosely with young people, and to use their language and technology,with the aim of arousing their interest, finding promising young talentand offering them jobs.Recruitment and dismissals (Group scope)➤ CHANGES IN HEADCOUNT: NEW HIRES BY TYPE OF CONTRACT*Men Women TotalNew hires on permanent contracts 7,988 9,579 17,567Fixed-term contracts converted into permanent contracts 504 666 1,170TOTAL 8,492 10,245 18,737% 45.3% 54.7%7o/w in Domestic markets 40.2% 59.7% 11,143o/w in France 44.5% 55.4% 1,927(*) Physical headcount .➤ CHANGES IN HEADCOUNT: REASONS FOR EMPLOYEE DEPARTURESMen Women TotalRetirement/early retirement 1,333 821 2,154Resignation 5,479 7,056 12,535Dismissal* 1,847 1,870 3,717Mutually agreed departures 157 138 295Assisted departure plans 366 268 634Other terminations of permanent contracts 1,794 2,797 4,591TOTAL 10,976 12,950 23,926(*) In France, the grounds for the 390 dismissals were professional failings, unsuitability and misconduct .3922012 Registration document and annual financial report - BNP PARIBAS