Bank BNP Paribas was included in the first Polish rating of leaders in the field of diversity management and promoting inclusive organisational culture, developed by the Responsible Business Forum and Deloitte.
In the first edition, 5 companies were distinguished for demonstrating the highest level of diversity management: BNP Paribas Bank Polska, Citi in Poland, DNB Bank Polska, ING Bank Śląski and NatWest Poland.
In May and June 2019, we conducted webinars on promoting savoir vivre and respect in employee relations within the organisation. 750 people took part in the webinars.
In the first half of the year, the HR team also promoted good manners and respect in employee relations. 750 people attended webinars hosted by Aleksandra Minkowicz-Flanek from Dentons on the 9th and 23rd of May (250 managers), and on the 6th and 18th of June (500 employees).
On June 14 and July 10, 2019, the
“Equal Space” workshop was held. It was devoted to non-discriminatory treatment in service industry and was organised in cooperation with the Polish Society of Anti-Discrimination Regulations. It was attended by 35 people responsible for managing diversity in various areas of the organisation. The workshop were conducted by solicitors: Karolina Kędziora and Katarzyna Bogatko.
In 2019, due to a grassroots initiative of several Bank managers, the „Women changing BNP Paribas” program was launched. The goal is to unlock the potential of women with the aim of creating a diverse organisation which supports the implementation of the Bank’s strategy and the development of its employees. Program leaders wish
to
strengthen the role of women at the Bank on all levels of employment as well as all levels of project and management structures.
In 2019, we started a
series of workshops entitled “Leading Women” aimed at strengthening women’s leadership competences, supporting them in achieving professional goals, as well as equipping them with the tools, knowledge and crucial skills of a leader.
Support for diversity is also a key aspect of other initiatives, especially those supporting women’s professional development, such as:
- Agro on Heels – an initiative supporting entrepreneurial women in the field of agrobusiness,
- Partnership with the 9th edition of the
100 Women of Business ranking, organised by Puls Biznesu,
- Vital Voices mentoring program,
- Leading Women development program,
- Participation in the “Be Bold” Entrepreneurial Women’s Network conference,
- Culture Breakfasts – a series of meetings with inspiring, motivating women from the world of sport, culture, technology,
- Workshop meetings within the “Woman and Money” clubs all over Poland,
- Workshops with Ambassadors of the “Success Written in Lipstick” program, devoted to personal development and held in 15 cities with 886 participants (including Bank employees).
We organised educational events for our employees related to the
Two Generations – Two Worlds report, developed by the IQS company. The report covered topics such as age management and intergenerational differences.
Our support for diversity also includes
consideration for the needs of parents working at the Bank. We take special care of mothers returning to work. We offer them facilities which allow them to safely resume their work after a break. In the retail segment their sales plans are reduced for the first 2 months after returning (this pertains to all employees returning after absences exceeding six months, regardless of gender).
Mothers returning to the labour market are also one of our groups of focus as regards recruitment activities. With them in mind, we organise open days at our Warsaw and Ruda Śląska contact centres. During these, they can learn about the specifics of working at Bank BNP Paribas and learn how they can reconcile work with raising children.
Our benefit offer, promoting health and well-being, takes into account the diverse needs of employees and includes initiatives addressed to parents. We also encourage fathers to take care of children. This is facilitated by, among others: the possibility of remote work (8 days per month), the cyclical “Two hours for the Family” program and Parental Week. During this last event, we conduct workshops for parents on parenting skills, upbringing and educational problems. Some of the workshops are addressed specifically to fathers. We also provide our employees with additional vacation days which they can devote to their families.
