Annual report 2019

Diversity management

Promoting diversity is one of the main commitments under the CSR Strategy of Bank BNP Paribas and the BNP Paribas Group regarding responsibility in the workplace.

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Diversity is one of our key strengths.

It allows us to create a modern, socially responsible organisation which understands the changes taking place in the world and is able to propose innovative market solutions. At our Bank, every employee has the opportunity to develop their skills and competences. Values such as openness, tolerance, respect for diversity, care for safety and a sense of belonging are a part of the DNA of the BNP Paribas Group.

In 2016, we adopted the Diversity Policy, which aims to create and promote a working environment focused on respect and the optimal use of the potential stemming from differences between employees. We also created the position of Diversity Officer to ensure that the Bank’s initiatives in the field of diversity are coordination and  for the supervision over diversity compliance. The Diversity Officer coordinates operations related to compliance with the principles of diversity and promotes the exchange of good practices within the Group. Employees can also report violations of these principles, i.e. all kinds of discrimination to the officers. Currently, two people serve as Diversity Officers.

The Bank is actively involved in initiatives which support diversity and prevent discrimination. We are also a signatory to the Diversity Charter. It is a commitment signed by organisations that wish to counteract discrimination in the workplace and to promote diversity.

We consciously build varied teams in which we complement and inspire each other. This is reflected in the procedures, policies and good practices of the BNP Paribas Group around the world.

At the level of the BNP Paribas Group, diversity management is regulated by the following documents:

  • The BNP Paribas Group Code of Conduct – respect for colleagues and rejection of discrimination are among the seven fundamental principles of conduct consistent with the Group’s values;
  • The ILO Global Business & Disability Network Charter;
  • BNP Paribas Agreement Concerning Fundamental Rights and Global Social Solutions – confirms the Group’s compliance with international standards, i.a. in the field of human rights, UN guidelines, OECD ILO. The contract will be valid until June 1, 2021.

Since 2016, the Bank has been a signatory and partner of the Diversity Charter educational program, i.e. an international initiative promoted by The European Commission and implemented in EU countries, including: Poland, France, Spain, Italy, Austria, Germany, Sweden, Belgium, Ireland, Finland, Estonia and Luxembourg.

The Charter is a commitment signed by organisations that wish to counteract discrimination in the workplace and to promote diversity. The signing of the Diversity Charter expresses the company’s readiness to involve all employees and partners in these activities. Organisations which decide to implement this tool work towards social cohesion and equality.

Initiatives promoting diversity

As the Bank’s organisational culture is based on respect for diversity, in 2019 we undertook initiatives to support respect for diversity and build awareness, both among our customers and employees.

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.

We support the LGBT+ community. Responding social needs, we created the Zone Open for Everyone project. We expressed our disapproval of discrimination and prejudice based on identity and sexual orientation. We decorated 156 branches of the Bank in major Polish towns and cities with a rainbow theme: the symbol of the LGBT+ community. It showed that everyone in our community is treated with respect and served with due care, regardless of their identity and sexual orientation, their skin colour, level of mobility or views. We believe that in a changing world everyone should feel safe being themselves.

We also demonstrated our solidarity and support during the Rainbow Friday campaign. We promoted respect for diversity through social media,.

We invited the “Lambada” and „Miłość nie Wyklucza” Associations to participate in the: „You are the change and we are the Bank for a changing world” campaign. The organisations received grants for the implementation of educational projects aimed at strengthening the sense of security in being yourself.

Inclusion strategy for the disabled

We employ people with disabilities and we are happy to see them in our Bank as clients. The new branches of our Bank are adapted to the needs of people with disabilities. With the disabled in mind, we organise special workshops, trainings and scripts for employees regarding good practices and savoir-vivre rules.

Women Men Total
Total 40 19 59
Branches 19 9 28
Headquarters 21 10 31

Diversity data

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Women Men Total
Supervisory board 3 9 12
Management 0 10 10
years 30-50 years >50 years
Supervisory board 0 4 8
Management 0 3 7
Employment structure % of women % of men 100%
Directors 35.9% 64.1% 100%
Managers 62.0% 38.0% 100%
Other positions 68.0% 32.0% 100%
Total 66.0% 34.0% 100%
Employment structure years 30-50 years >50 years
Directors 0.0% 85.8% 14.2%
Managers 3.7% 86.7% 9.6%
Other positions 18.4% 72.4% 9.2%
Total 16.1% 74.5% 9.4%
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Women Men Total
Number of employees entitled
to parental leave
922 1,032 1,954
Number of employees who took parental leave 813 206 1,019
Number of employees who used the full length of parental leave 463 0 463

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