Annual report 2019

Daria Gostkowska Executive Director of HR Management at BNP Paribas Bank Polska SA

In 2019, our biggest challenge was the effective implementation of HR management changes, resulting from the acquisition of Raiffeisen Bank Polska's core business and the inclusion of its employees in the structure of the new, merged Bank. The transformation included streamlining and simplifying HR processes, expanding the training and development offer, implementing solutions suitable for all business lines, as well as strengthening the sense of belonging to a responsible and involved organisation. We wish to become the top choice for the best candidates on the labor market.

Responsibility in the workplace requires initiatives leading to the creation of an environment which supports professional development and employee involvement. We are convinced that responsible HR management is key to achieving business success. Therefore, we employ the best market practices and follow the high standards which we have established at the Bank.

We wish to be a top employer in the Polish financial sector. We care for our employees and invest in the development of their careers through a wide range of workshops. We regularly measure the level of employee satisfaction through opinion surveys.

Organisational culture based on values

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A unique culture determines the identity of a company, creates a competitive advantage, increases the chances of success in business, consolidates the team. It establishes patterns and norms of behaviour which we follow in our daily work. Owing to a well-defined culture, teams work together towards a strategy of positive change and development. It also determines the directions and ways of improving an organisation. That is why it is so important for us to build a coherent culture at our Bank, a culture promoting attitudes and behaviours which help us achieve common goals.

The organisational culture of Bank BNP Paribas is based on values described in BNP Paribas Way. Our local values are consistent with the values of the BNP Paribas Group. Each day, we strive to ensure that our employees have a sense of belonging to an international community based on cooperation and trust in the mission of changing the world.

7 foundations of our organisational culture


We work together to reach our goal.

Supporting change

We welcome changes which contribute to progress and development.



Our attitude inspires others.


Whenever we entrust someone with a responsible task, we let them “spread their wings”.



We are open to constructive comments and we boldly propose new initiatives.



We strive to develop and come up with new solutions.


We set ambitious and far-reaching goals.

The BNP Paribas Way also describes our strengths and driving forces which unite all employees of the BNP Paribas Group.

Our driving forces

  1. Agility. We want to simplify our operations and apply useful innovations and technological solutions,
  2. Compliance culture. We believe in promoting transparent principles that are the foundation of a culture of respect for law and the ethics of business,
  3. Customer satisfaction. We believe that we will achieve success by becoming the first choice Bank for our customers. We listen carefully to our clients and work closely with them,
  4. Openness. We promote openness towards our stakeholders. Our goal is to provide everyone in the Group with a sense of belonging, of being someone who can present their point of view and has the right to act.

Our strengths

  1. Stability. Stable, long-term management, a diversified and integrated business model and our international branch network constitute our foundation,
  2. Responsibility. We are guided by responsibility and professional integrity and we aim to serve our clients in the best way possible,
  3. Expertise. We rely on the existent and continually developing knowledge of our teams,
  4. Good workplace. We create an inspiring workplace where people are treated fairly and with respect.

Responsible communication with employees

Communication with our employees is based on honesty, respect and compliance with ethical standards. It involves promoting and strengthening the values we follow every day as part of the Culture of Cooperation at the Bank.
This culture is based on trust and its primary tool is feedback. The standards of communication with employees are set out in the Code of Conduct of the BNP Paribas Group.

The standards regarding communication with employees at Bank BNP Paribas are set out in the Bank’s Fast Forward Strategy and Internal Communication Strategy.

Priorities in communication with employees:
  • clear, transparent and intelligible communication,
  • responsible approach to employee development and involvement,
  • transparent information about changes.

In 2019, in connection with the acquisition of the core operations of Raiffeisen Bank Polska, we faced new challenges: the need to ensure effective, high quality communication regarding the operational merger and system changes, as well as the need to build a coherent organisational culture of the merged Bank.

During the integration process, and as part of the HR Change Management & Communication project, the HR department and Internal Communication ensured a good information flow, focusing on transparency and completeness. To meet the ensuing challenges we have taken a number of steps:

  • We organised information campaigns addressed to employees (including the rebranding and welcome campaign – BonjouR).
  • We improved communication consistency: The Echonet Intranet has become a source of information for employees of merger Bank.
  • We prepared communication guidelines for managers, which describe the most important principles of cooperation.
  • We unified mailing templates throughout the organisation.
  • We reduced the quantity of internal mail, we consolidated and condensed communication

We have implemented the following tools and initiatives:

  • Navigator – a tool containing key information related to the integration process, helping employees to move freely within the new organisational structure and to find answers to key questions. The tool was available to all employees before the legal merger.
  • BonjouR – online magazine for all employees.
  • Road Shows – meetings in various Polish cities during which the Bank’s Management Board and selected representatives of the Bank’s Business Lines informed employees about the integration process, the Bank’s new strategy.
  • Pulse Check – we conducted a series of studies regarding the changes at the Bank.

We want to create a friendly working environment for the Bank's employees, based on a culture of cooperation and equipped with modern digital tools. Our goal is also to prepare for the introduction of agile work methodologies.

To make the above possible, we implement modern IT solutions. As part of the digital transformation, we have introduced, among others:

  • the new Business Trips system, including the Holidays mobile application, for managing and accounting for business trips (over 23,000 business trips since July, 50% of trips initiated or settled by employees in the mobile application);
  • virtual security access cards (over 200 cards issued) at the headquarters buildings in Krakow and Warsaw (Kasprzaka);
  • in total, by the end of 2019, we had completed 8 out of 10 digital transformation projects which had been planned at the Bank; the remaining two will continue in 2020.

HR Compliance management


At Bank BNP Paribas, we consciously and actively manage employee relations. Our policy of managing employee relations is in compliance with legal regulations, with the values of the BNP Paribas Group, as well as with generally accepted principles of social coexistence. All employees are bound by the Code of Conduct of the BNP Paribas Group and internal regulations. The Department of Employee Relations, Compliance and HR Risk is responsible for the employee relations area at the Bank.

We systematically analyse the compliance and coherence of processes, procedures and actions undertaken in the area of HR management with legal regulations, the requirements of national and EU supervisory authorities and the standards of the Bank’s Capital Group.

We analyse processes in terms of safety measures for specific types of risk, including: litigation with employees, loss of reputation, abuses, corruption or misappropriation of assets, occurrence of discrimination, non-compliance with: health and safety regulations, working time regulations, employees’ rights, social protection, personal data protection, etc.

We take into account both internal factors and variables (e.g. related to the merger of Banks, changes in the organisation of the Bank or IT systems), as well as broadly understood external phenomena, e.g. trends on the labour market affecting, i.a. the recruitment process, incentive systems and career paths at the Bank.

The main indicators monitored by the Bank with regard to the HR area are: rotation, recruitment, training, as well as HR and business indicators.

We are driven by high ethical standards This applies to the entire scope of the Bank’s operations, as well as to that of its subsidiaries. We require full compliance with ethical standards from all persons representing or cooperating with the Bank.

Anti-mobbing policy and respect for human rights

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HR compliance management includes, among others, monitoring compliance with the Anti-mobbing Policy and respect for human rights.

Bank BNP Paribas does not tolerate any cases of mobbing in the organisation. The guidelines for mobbing prevention are regulated by the Anti-mobbing Policy implemented in the Bank. It allows the employer to take actions aimed at preventing this phenomenon, and in the event of a problem – to react immediately.

Employees’ complaints are considered by the Anti-mobbing Committee.

The Bank has implemented Rules of conduct in the case of reported abuse or sexual harassment in professional relations. They enable safe reporting of reasonably justified suspicions without fear of retaliation. The document also regulates the issue of human rights protection. It implements solutions adopted in the BNP Paribas Policy Treatment of harassment notifications.

Our diversity management policy regulates conduct in areas including: managing the risk of discrimination as regards respect for diversity, as well as creating and promoting a diverse work environment which uses the potential of all employees. It also obliges the Bank to comply with the adopted principles in all HR management processes.

For more about our initiatives in this area, see section Diversity Management.

The Bank has introduced a number of policies which regulate the issue of respect for human rights:

  • 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,
  • Bank BNP Paribas Diversity Policy,
  • Corporate Social Responsibility Policy of BNP Paribas Bank Polska S.A.,
  • Policy on reporting violations of law and on the ethical procedures and standards at Bank BNP Paribas, including anonymous reporting (Whistle-Blowing),
  • Work Regulations of Bank BNP Paribas
  • Recruitment rules for employees of Bank BNP Paribas – one of the principles of ethical behaviour concerns respect for diversity,
  • The ILO Global Business & Disability Network Charter,
  • BNP Paribas Agreement Concerning Fundamental Rights and Global Social Solutions – confirmation of compliance with international standards, i.a. in the field of human rights, UN guidelines, OECD ILO; The contract is valid until June 1, 2021.

In 2019, no cases of discrimination were reported in the BNP Paribas Capital Group.

Guidelines for complaints and employee motions

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Bank BNP Paribas and the BNP Paribas Group adhere to the highest ethical standards, resulting in particular from: legal provisions, recommendations of supervisory authorities, standards provided for in The BNP Paribas Group Code of Conduct, internal regulations, as well as key values, which include: honesty, openness, mutual trust, responsibility, professionalism and respect.

All employees are required to comply with the above standards and to react if they witness the unethical or unlawful behaviour of another employee of the Bank, or behaviour which raises doubts and entails a high probability of a violation.

The rules for accepting and considering complaints and motions submitted by employees, former employees or organisations representing employees are set out in the Instruction on the procedure for dealing with complaints and applications in matters of employees.

The process of handling complaints and requests involves an investigation and the preparation of an answer. Employee complaints and motions are processed by the Employee Relations Compliance and HR Risks Department. In addition, the Executive Director of HR Management supervises the process of handling the complaints and motions of employees. After each quarter, he/she receives a register of complaints and motions on employee matters for inspection. 99.9% of our employees are subject to the Corporate Collective Labour Agreement.

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The introduction of significant operational changes in the Bank is always preceded by changes in internal regulations, in accordance with the Methodology of internal legislation. Employees receive information about changes or new regulations via e-mail. Announcements about planned changes are also published on Echonet – the Bank’s intranet. Whenever the planned changes require consultation with the Employee Council or agreements with trade unions, information is provided to the social side within a timeframe enabling consultation or negotiations.

Employee satisfaction

Global People Survey

We care about creating an environment that supports professional development and employee involvement.
Our employees’ opinions are crucial to us, therefore we conduct a Global People Survey (GPS) every year.

GPS is an annual voluntary survey of employee involvement. It covers key issues related to working life. It helps to identify areas where changes are needed, measures the impact of initiatives, provides data required to formulate strategies and initiatives in all areas.

The GPS involvement study:

  • Shows employee perception of implemented initiatives, which allows us to analyse, transform and develop these initiatives.
  • Brings together the insights of all organisational units of the BNP Paribas Group and thus enables focus on common goals in cross-cutting projects.
  • Creates the opportunity for an exchange of experiences between managers and their teams, thus facilitating cooperation

6,029 employees of the Bank took part in the 2019 GPS survey which constitutes 71% of all invited. The results show that 62% of surveyed employees feel satisfied with their work at the Bank BNP Paribas.

The highest level of satisfaction is shown by senior managers and participants of the Prestige talent program (respectively 74% and 70% satisfaction). The satisfaction level of team managers was at 68%. The level of satisfaction for women and men at the Bank is similar (62% each). The total result for all employees was 60%.

The highest level of satisfaction (68%) was demonstrated by persons who have been working longest (over 20 years). Employees who had been with us for 5 to 10 years showed a 60% level of satisfaction.

Selected categories with the highest number of positive responses:

88% of employees confirm that the Bank promotes ethical initiatives in their environment and knows what is expected of them in relation to the Code of Conduct. What is equally important, the feeling of being respected increased by 4% (68%).

82% responded positively as to their understanding of the goals and guidelines of their Division/Department. 68% of employees confirm that they are well informed about matters which concern them.

Actions of a direct superior which support employee development and the organization of team work, encourage feedback, respect and mutual trust.

74% of respondents believe that they are well prepared for the digital transformation. They also believe that it will have a significant impact on their work in the next two years.

81% of employees said that they respect differences in terms of gender and age.

According to the employees' assessment, the Bank should devote more attention to:

Despite the fact that results for each of the 4 questions in this category improved by 4% compared to 2018, employees note the low competitiveness in relation to wages in other companies.

For half of the respondents, the pace of changes is not appropriate. 48% believe that the management performs its tasks very well.

It is worth noting that compared to the 2018 results, 15 out of 20 categories recorded improved results. The  most significantly improved categories included: Corporate Social Responsibility (68%), Remuneration Policy (28%, 3% higher than in 2018), Innovation (54 %, i.e. 4% higher than 2018), Diversity (77%).

HR management in subsidiaries of the BNP Paribas Capital Group

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BNP Paribas Capital Group companies approach HR management with the utmost care. The applied solutions follow the recommendations of The BNP Paribas Group Code of Conduct. Detailed documents and processes are regulated separately at the level of each company.

  • At the end of 2019 the number FTEs at the BNP Paribas Capital Group was 10,219 (9,237 active FTE). The number of employees in the Group was 10,951.
  • The main employer within the Group is the Bank, whose staff consists of 10,437 employees (9,899 FTE and 8,920 active FTE).

The company is regulated by documents required by law: Remuneration Regulations and Work Regulations. Due to the small size of the team (30 employees, 28 active FTE), the Company does not have a separate document devoted to HR Policy. All HR matters are resolved by the Management Board and heads of organizational units.

The company implements the rules in place at the BNP Paribas Group: The BNP Paribas Group Code of Conduct, which covers issues related to combating all forms of discrimination and respect for human rights. The company does not have a separate policy for employee complaint management or for reporting irregularities due to its small scale and easy access to direct contact with superiors as well as members of the Management Board. Employees can report complaints and irregularities to an immediate superior or directly to a member of the management board supervising a given unit.

Complaints regarding mobbing and discrimination are regulated in the Violation Reporting Policy and in ethical procedures and standards (including Anonymous Reporting, i.e. Whistle-Blowing) adopted by the company. Employees can report violations to their immediate supervisors, an HR manager, a dedicated unit, or the Supervision Inspector. In addition, an employee may report anonymously, in accordance with the rules described in the Policy.

In 2019, the Company did not record any cases of corruption or discrimination.

A Global People Survey (GPS) – a study of the involvement of BNP Paribas employees – was conducted for the Company (as it was for the Bank).

Benefits offered to employees in 2019:

  • sports card
  • life insurance,
  • medical insurance,
  • individual training fund for independent choices of development paths.

All employees of the Company are subject to employee assessment. The company offers employees an individual annual training fund. It allows employees to choose their own external training. Internal training is offered on the MyDevelopment platform. Regular training sessions and meetings of working groups organised by the Chamber of Fund and Asset Management are also held.

The Company was separated at the end of June 2018 from Banks structure. Employees were transferred to the company based on information from the Employee Relations, HR Compliance and Risk Department of the Bank. In 2019, the Company had 11 employees (8 active FTE). The Company’s employees receive medical care, insurance and are provided with a Social Fund.

In 2019, employee involvement studies, work quality reviews or career development reviews were not conducted. Such studies are planned for 2020.

In 2019, the Company had 56 employees, (48 active FTE).

In 2019, the Company implemented Employee Recruitment Regulations and Rules of Conduct in relation to Employees with the U.S Person status. The Company also applies Work Regulations, Remuneration Regulations, an Employee Code of Conduct and an Information Security Policy.

The Company’s employees are entitled to employee benefits such as: sports cards, private medical care and group insurance.

Employee complaints and violations may be reported by employees by email.

In 2019, training sessions were organised for employees in the areas of accounting and IT. They also participated in cyclical OHS training.

There were no cases of corruption or discrimination at the workplace.

The Company has 22 employees, (6 active FTE). Due to the small number of employees, the Company has not adopted an HR policy and applies generally accepted principles in accordance with legal requirements.

The employees supervise cooperation between other subsidiaries of BNP Paribas Group, such as BNP Paribas Lease Group and Bank BNP Paribas, in the scope of operations specified in agreements between these Companies. The employees are simultaneously employed in BNP Paribas Lease Group or Bank BNP Paribas.

BNP Paribas Lease Group sp.z o.o. provides operational services to BNP Paribas Leasing Services Sp. z o.o. under relevant service contracts. Employee management is carried out by BNP Paribas Lease Group sp.z o.o.

The Company’s employees receive benefits provided for the BNP Paribas Lease Group or Bank BNP Paribas. The company provides all employees with additional medical care, flu vaccinations carried out on the company’s premises, fruit Wednesdays and campaigns to promote physical activity.

The Company does not conduct separate employee involvement surveys. Every year, the Company’s employees take part in the Global People Survey within the BNP Paribas Lease Group or at Bank BNP Paribas. The Company’s employees are subject to evaluation processes as part of their employment at BNP Paribas Lease Group or Bank BNP Paribas.

Furthermore, the Company:

  • Applies generally accepted principles in accordance with legal requirements and does not have its own regulations in the field of HR compliance management,
  • Does not have its own regulations regarding employee complaint management, and has adopted the principle of transparency and responding in accordance with social norms.
  • Does not have policies pertaining to human rights protection.

In 2019, the Company did not record any cases of corruption or discrimination in the workplace.

The company has 395 employees, (227 active FTE).

The key goal of HR management at BNP Paribas GSC is the development
of a coherent, integrated HR policy. The company has introduced Work Regulations, Remuneration Regulations and has established an HR Committee, responsible for monitoring the implementation of the adopted regulations. The company monitors the following indicators: two-week holidays, overtime, compulsory training for employees.

The company indicated employee turnover as the main HR risk area.

The Company has adopted a compliance policy, anti-corruption policy, The BNP Paribas Group Code of Conduct and Whistleblowing policy. Employees may report complaints and violations in accordance with the Whistleblowing policy (to an email address or by traditional correspondence).

The issue of human rights protection is regulated in the Company by The BNP Paribas Group Code of Conduct, which is in accordance with Group regulations and with the Conflict of Interest Risk Management Regulations. Compulsory employee training to raise awareness about respect for human rights is underway.

The company provides the following benefits for employees: medical care packages, sports cards and insurance.

The main communication channel with employees in BNP Paribas GSC is via e-mail. Information is also placed on a notice board in the company’s headquarters. In 2019, an internal site of BNP Paribas GSC was launched to communicate with employees and post current documents.

Employees have access to training related to personnel management and IT. There is also a training package for employees who start work in sales teams (product training).

In the area of OHS:

  • Occupational risk has been assessed. After identifying the threats, assessing the risk and implementing preventive measures, the final risk was determined to be at an acceptable level.
  • An Occupational Health and Safety Committee was established
    to deal with the following issues: the state of occupational health and safety, OHS training and reaching conclusions regarding the improvement of OHS conditions.

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