ETHICS AND INCLUSION: A SHARED CULTURE
Our leitmotif is to ensure our individual and managerial tasks are anchored in a culture of ethics and inclusion that includes the values of respect, non‑discrimination and exemplarity to build a recognised employer culture and brand. Our goal is to encourage current and future employees to align their behaviours in line with the Group’s values. BNP Paribas intends to change the practices and behaviours of its teams by focusing its actions on three key areas: preventing situations that involve the disrespect of employees, guaranteeing non‑discrimination and being recognised as a responsible employer.
Employees may refer to the Group’s Code of Conduct for guidance. In 2021, these rules were strengthened in three areas: commitment to society, fighting corruption and influence peddling, and competition rules. Furthermore, even greater attention is now paid to respect for people: no misconduct is tolerated, whether it is disrespectful or sexist remarks, incivility or harassment. To ensure these rules of behaviour are followed, the Group has created the Conduct Journey training modules to help employees understand why and how to adhere to the Code of Conduct at work.
Regarding non‑discrimination, BNP Paribas has made progress, particularly in terms of giving women access to senior positions. With women making up 32% of senior managers in 2021 (compared to 16% in 2009), we are aiming for 40% women in 2025. The Group has set itself an ambitious target: to increase the percentage of women in our IT functions from 32% to 37% by the end of 2024, through both internal and external recruitment. This objective is reflected in the implementation of a dedicated programme, Women in IT, initiated in 2020 to attract women to the function.
DIVERSITY & INCLUSION: COMMITTED EMPLOYEES
Conducted at the end of 2021, the Pulse employee survey, dedicated to our Code of Conduct and to diversity and inclusion issues, revealed how deeply rooted these subjects are, and how they are very much subjects that involve all employees:
- 86% positive response to "being able to be yourself at work without worrying about how you will be accepted".
- 87% positive response to the personal involvement of employees to contribute to Diversity & Inclusion initiatives. These are very favourable results, on various dimensions of diversity, and up compared to 2019.
1MILLIONHOURS2HELP, A SOLIDARITY PROGRAMME FOR ALL EMPLOYEES
1MillionHours2Help allows employees to get involved in solidarity initiatives during their work time. The programme’s four main themes are: promoting social inclusion of young people, accelerating the energy transition, supporting small businesses with a positive impact and improving local communities in all our regions. Looking ahead to 2025, the programme is maintaining its ambitious target, already achieved in 2021: 1 million hours worked by employees over a two‑year period.
CULTURALL, DIVERSITY AT A GLOBAL LEVEL
CulturALL brings together several local networks to promote a fair and inclusive environment where employees from diverse backgrounds can all contribute. CulturALL has four objectives: fight against discrimination based on one’s origins, ensure better ethnocultural representation, strengthen communication around the diversity of origins and develop synergies with and between local networks.