2012 Registration document and annual financial report - BNP Paribas

A RESPONSIBLE BANK: INFORMATION ON BNP PARIBAS’ ECONOMIC,SOCIAL, CIVIC AND ENVIRONMENTAL RESPONSIBILITYSocial responsibility: pursuing a committed and fair human resources policy7SOLIDARITY-BASED EMPLOYMENT MANAGEMENTExtensive training and internal mobility haveenabled the Group to avoid compulsory layoffsin domestic markets thanks to a responsible andnourished social dialogue.QUALITY EMPLOYEE-MANAGEMENT DIALOGUEEmployee relations, the organisation of employeemanagementdialogue, procedures for reporting,consulting and negotiating with staff, and collectiveagreementsAs part of new French regulatory requirements (established by the“Grenelle II” regulations), the Group has strengthened its systemfor collecting non financial data, particularly regarding employeemanagementdialogue, diversity, training and health and safety at work,in 25 countries where the Group has more than 500 employees, covering83% of the global workforce.There are staff representatives and/or union representatives in27 countries (including members of the European Works Council), coveringmore than 84% of the Group workforce. More than 600 “official” meetings(excluding France and the European Works Council) have been organisedbetween these representatives and management. This resulted in 148collective agreements in 11 countries (including France) in the followingareas (in decreasing order in terms of the number of agreements):compensation and employee benefits, employment, disabilities, healthand safety at work, diversity (equal treatment, combating discrimination,gender equality, age diversity) and in some cases harassment and remoteworking. Agreements on compensation and employee benefits weresigned in ten countries covering 57% of the workforce, and agreementson employment, aside from the European agreement, in nine countriescovering 55% of the workforce. Outside Europe, collective agreementswere signed in Morocco, Singapore and Brazil. Algeria, Australia, Indiaand Ukraine also have staff and/or union representatives.➤ NUMBER OF COLLECTIVE AGREEMENTS SIGNED IN THE FOUR DOMESTIC MARKETS2011 2012France (of which BNP Paribas SA) 73 (6) 69 (8)Belgium (of which BNP Paribas Fortis) 15 (14) 12 (10)Italy (of which BNL) 56 (25) 51 (30)Luxembourg (industry agreement) 1 1EMPLOYMENT MANAGEMENTFirst pan-European employment agreementIn Europe, employee-management dialogue in 2012 involved thepresentation and discussion - both locally in the countries concerned andcontinent-wide via the European Works Council - of various adaptationplans for the CIB, Investment Partners, Leasing Solutions and PersonalFinance businesses. Discussions were transparent and constructive, andthe arrangements adopted for the adaptation plans complied with bothlegislation in force and BNP Paribas’s commitment to socially responsiblerestructuring.This BNP Paribas commitment was strengthened by the signature inJuly 2012 of the first transnational employee-relations agreement in theGroup’s history, between Executive Management, the European WorksCouncil and European union federations UNI and FECEC. The agreementdefines the common rules and approaches applicable to Group entitiesin the 20 countries that make up the European Works Council:■ the approach and resources adopted to anticipate change, by preparingemployees for future developments and enabling them to envisagesolutions to their particular situations;■ support for employees as part of entities’ transformation programmeswhere they have an impact on employment.In particular, as regards providing information about changes, theagreement invites local management teams to go beyond statutoryand regulatory obligations and “give regular information to staffrepresentatives as part of local bodies or discussion forums or, ifnone exist, directly to staff.” The agreement adds that “in countrieswhere there is no specific legislation or statutory representation foremployees, the signatories express their interest in the formation of aforum for discussion and consultation between management and staffon employment-related issues”.In the event of a major organisational change with significantconsequences on employment, management is committed to avoidingcollective redundancies and to prioritising alternative measures, i.e. thenon-renewal of temporary contracts, staff transfers as provided for inthe agreement, early retirement and voluntary redundancies.This text is the first part of a European employee relations charter “whichis intended to expand over time to cover other themes”. Accordingly, inApril 2012, the Hungarian business decided to set up a works council.72012 Registration document and annual financial report - BNP PARIBAS 399