Responsibility in the workplace

Responsibility in the workplace commitments of BNP Paribas Bank Polska S.A. – one of the four pillars of a CSR and Sustainability Strategy.

• Promotion of diversity and inclusion in workplace
• Creating a good place to work and responsible employment management
• Being a learning company supporting dynamic professional path.

Our ambition is to build an innovative workplace that will attract the best candidates from the labor market. Only committed and effective employees, managed by exceptional leaders and acting in the Agile spirit, will allow us to ensure market success in these difficult times. We want to achieve this through the continuous development of leadership competencies and the competencies of the future among our employees, allowing for their constant development in the present digital and changing times. The high standard of leadership and qualified employees focused around the key competencies and values of the organization are the basis for creation of a unique workplace. All this, supported by effective and digitized HR processes, attractive employee offer and development opportunities, gives a full picture of the organization we are building through activities in the area of human resources management.

As a part of the HR Transformation, we carry out projects that support digitization and build transparent and consistent HR processes. Our goal is to streamline and simplify processes, build the best workplace and be a reliable partner for all Bank units.

We achieve this through the following activities:

• Implementation of the competency model and competency profiles.
• Optimization of the recruitment process (e.g. thanks to the ServiceNow tool).
• Implementation of the Taleo system.
• Ongoing updates of HR Standards, responding to the current challenges of the employment market.
• Digitization of HR processes (implementation of the TETA ME application and electronic personal files).

• Continuous improvement of HR Processes.
• Developing a development offer in response to business challenges.
• Promoting Employee Value Proposition (EVP) and activities in the area of Employer Branding.
• Development of Leadership (including through the „Well-Leading” development program).
• Talent Development (amongst others through the „Leaders of the Future” program).

• Supporting and encouraging knowledge sharing in the organization.
• Improving the process of boarding new employees.
• Building the position of HR Business Partners as strategic business partners.
• Transition to virtual learning and transfer of all development activities to the online sphere.

The idea behind the move to a new office, implemented at the turn of 2020 and 2021, is to change the habits and style of work, which fits in with the concept of BNP Paribas as a Bank of a changing world that not only keeps up with changes, but also creates them. The changes in the way of working and the move show the Bank’s modern approach to changing market trends and the needs of employees in terms of comfort and the way they work. In the new „Petrus” office building, the employee will have access to quiet, creative and team zones within one space. The building has been adapted to the needs of people with disabilities.

The first quarter of 2020 surprised everyone. The development of the COVID-19 pandemic caused by the SARS-CoV-2 virus has created particular challenges for the financial industry. Responsibility at this difficult time meant for us not only providing the Clients with constant and secure access to finances and supporting the Clients of all segments in a new reality, often generating financial problems. A pandemic is also a time of special concern for the safety and comfort of employees. During this special time, we tried our best to take care of our employees and their loved ones. We focused on remodelling HR processes into digital ones in the widest possible range. This involved modifying internal procedures for the organisation of work – especially in the context of the dimension and rules of remote work. The pandemic showed that thanks to a flexible and agile approach to the situation and the adaptation of modern ICT solutions already available in the Bank, it was possible to switch the working model to hybrid in a very short time.

For those working in Bank branches, we have reduced working hours. We have equipped all facilities with the necessary protective materials, such as disinfectant fluids and masks.

We encouraged our Clients to limit their visits to branches, enabling them to use other service channels – ATMs and CDMs, online and mobile banking. In addition, for the sake of employees who are in the high-risk group (those over 60 years of age or pregnant women), we recommended remote work, or if it is not possible to do it, staying at home while retaining the right to remuneration.

The PulsCheck survey of employees conducted in 2020 confirmed that they were evaluating the Bank’s activities well during the pandemic. You can read more about this in the Employee Satisfaction subsection.

In our business we are guided by high ethical standards and values, which in particular include: honesty, openness, mutual trust, responsibility, professionalism and respect. This applies to any activity of the Bank or its subsidiaries, regardless of their nature. We require compliance with ethical standards from all persons representing the Bank or cooperating with it.

The main indicators we monitor in the area of employment are:

• number of holiday days used
• number of overtime hours
• percentage of employees who left the Bank after one year of work
• percentage of workers on sick leave

• absenteeism rate due to maternity leave
• absenteeism rate
• occupational mobility: functional and geographical
• rotation rate

In their activities The Bank and the Capital Group BNP Paribas Bank Polska S.A. are guided by high ethical standards, resulting in particular from the law, recommendations of supervisory authorities, standards provided for in the Code of Conduct of the BNP Paribas Group and internal regulations, and in line with the adopted values, which include honesty, openness, mutual trust, responsibility, professionalism and respect.

All employees are required to comply with applicable standards. They are therefore required to react in situations where they witness uneasy or unlawful conduct by other employees of the Bank which raises doubts and indicates the existence of a likelihood of an infringement.

The rules for receiving and examining complaints and applications in employee cases submitted by employees, former employees or bank-based organizations representing employees are set out in the Instruction on the procedure for dealing with complaints and applications in employee matters.

The process of examining complaints and applications involves carrying out an investigation and issuing a response. Complaints and employee applications are handled by the Department of Employee Relations, Compliance and HR Risk. Additionally, the Executive Director of the Human Resources Management Area is responsible for the process of considering employee complaints and requests. After each calendar quarter, the Executive Director receives a register of complaints and motions in employee matters. 99.9 percent Bank employees are covered by the Corporate Collective Labour Agreement.

According to the Methodology of internal legislation, the introduction of significant operational changes in the organization is preceded by changes in internal regulations. Employees are informed of changes or new regulations by their superiors and by e-mail. Communications about planned changes are also published on the internal intranet – Echonet. Wherever the planned amendments require consultation of the Works Council or agreements with the Labour Unions, the information shall be communicated to the interested parties in a timely manner enabling consultations or negotiations to take place.

Employee safety is a very important area of management in our organization. That is why in 2020 we have decided to further strengthen the work in the area of Occupational Health and Safety. In previous years, the Executive Director of the Human Resources Management Area has been responsible for tasks in the field of OHS. In the HR Department there were OHS positions, supported by the activities of an external company. In 2020, responsibility for OHS issues was transferred to the Business Operations and Support Area. An OHS team has been created. Its staff were assigned additional training and postgraduate studies in Occupational Health and Safety in order to strengthen internal competences in this area. We make sure that the OHS management process is carried out in accordance with generally applicable regulations. We have prepared and implemented additional internal regulations. As part of the evaluation of the OHS management process, Occupational Health and Safety analyses are developed annually in our Bank.

Employees receive regular mandatory initial and periodic trainings in the field of Occupational Health and Safety, where (amongst others) the following are discussed:

• selected regulations in the field of labour law, organisation of working conditions, management of Occupational Health and Safety,
• analysis of the circumstances and causes of accidents at work, occupational diseases and their prevention,
• safety of behaviour and rules of conduct in the event of an accident or in emergency situations (e.g. fire, accident).

The trainings familiarize our employees with the principles of first aid and the problems of fire protection and environmental protection.

We are also working on continuous communication and improving Occupational Health and Safety knowledge. As part of this year’s CSR Days, we have additionally organised virtual first aid training with focus on safety during the pandemic, as well as provided our employees with educational materials and guides on the subject of first aid.

Our goal in the area of OHS is to ensure the highest safety standards for Bank employees and to reduce the number of accidents. This is achieved by dedicated communication promoting OHS issues and making employees aware of potential risks.

We monitor the number of accidents at work and explain their causes. We analyse employee absences and calculate the average length of absenteeism.

In 2020, there were individual accidents. Most accidents were related to slips, trips and the related falls occurring in the office.

In connection with the COVID-19 pandemic, a Coronavirus Commission was established in the Bank to ensure extraordinary safety for employees during this difficult time. As part of its activities, information on good and safe practices while working remotely was added on the intranet. Additional first aid training in the online formula was also organised. The Coronavirus Commission ensured the quality of the personal and collective protection equipment used to secure the Bank’s employees.

All companies of the BNP Paribas Bank Polska S.A. Capital Group manage employment with the utmost care. At the end of 2020, 9,455 employees were employed in the BNP Paribas Bank Polska S.A. Capital Group out of which 9,019 were full-time jobs.

The key employer in the BNP Paribas Bank Polska S.A. Capital Group is the lead company – BNP Paribas Bank Polska S.A., which employs 9,210 people out of which 8,845 are full-time jobs.

The companies follow the labour law regulations applicable in Poland and the European Union and have adopted the global policies of the BNP Paribas Group. In all Companies of the BNP Paribas Bank Polska S.A. Capital Group, the Code of Conduct of the BNP Paribas Group applies, which is the superior document for all regulations in force in individual Companies.

At BNP Paribas Bank Polska S.A., the implementation of BNP Paribas group policies is a responsibility of individual departments, which hold responsibility in terms of content and execution over the area which is regulated on the basis of the group procedure. The policies of the BNP Paribas Group are in force in BNP Paribas Bank Polska S.A. in the original version and, in justified cases, are supplemented by internal regulations, adapted to local market conditions.

In addition, depending on the specifics of the activity, each of the Companies of the BNP Paribas Bank Polska S.A. Capital Group has adopted detailed regulations regarding employment management.

Towarzystwo Funduszy Inwestycyjnych BNP Paribas S.A. operates on the basis of the policies and regulations in force in all Companies of the BNP Paribas Bank Polska S.A. Capital Group and the policies of the BNP Paribas Group, and in particular the parent document, which is the Code of Conduct of the BNP Paribas Group, which generally includes matters related to the fight against all forms of discrimination and respect for human rights.

Employees of the Company may lodge complaints and report irregularities to a direct supervisor or directly to a member of the Management Board supervising the given area. Matters related to complaints regarding harassment or discrimination are governed by the Company’s Whistle-Blowing Policy and ethical procedures and standards. The employee has the option to report such information to their direct supervisor, the person responsible for the human resources dedicated to the unit, the Supervision Inspector. In addition, the employee has the possibility to report the issue anonymously, in accordance with the rules described in the Procedure.

BNP Paribas Group Service Center S.A. operates on the basis of the policies and regulations in force in all Companies of the BNP Paribas Bank Polska S.A. Capital Group and the policies of the BNP Paribas Group, and in particular the parent document, which is the Code of Conduct of the BNP Paribas Group.

In the Company, the Work Regulations, the Remuneration Regulations and the HR Committee have been established. The company monitors the following indicators: two-week vacation leaves, overtime in the calendar year, the level of implementation of mandatory training for employees. As a risk in the employee area, the Company identified employee turnover.

The Company has adopted the Compliance Policy, the Anti-Corruption Policy and the Whistle-blowing Policy. Employees may report complaints or violations in accordance with the Whistle-blowing Policy, to an email address or by correspondence.

The issue of the protection of human rights is governed by the Company’s Regulations for The Management of Risk of Conflicts of Interest. Mandatory training to raise awareness of respect for human rights is being provided to the employees.

BNP Paribas Leasing Services Sp. z o.o. operates on the basis of the policies and regulations in force in all Companies of the BNP Paribas Bank Polska S.A. Capital Group and the policies of the BNP Paribas Group, and in particular the parent document, which is the Code of Conduct of the BNP Paribas Group.

In the field of compliance management in the employee area, the Company applies generally accepted rules in accordance with legal requirements. It does not have its own regulations for the management of employee complaints, but has adopted the principle of transparency and response in accordance with social norms.

The Company’s employees benefit from the benefits offered by BNP Paribas Lease Group or the Bank due to partial employment in these entities.

BNP Paribas Solutions Sp. z o.o. operates on the basis of the policies and regulations in force in all Companies of the BNP Paribas Bank Polska S.A. Capital Group and the policies of the BNP Paribas Group, and in particular the parent document, which is the Code of Conduct of the BNP Paribas Group.

The Company has the Employee Recruitment Regulations and the Rules of Conduct for Employees with U.S. Person Status. The Company also applies the Work Regulations, Remuneration Regulations, the Employee Code of Conduct and the Information Security Policy.

Employee complaints and non-compliances can be reported by e-mail.

Campus Leszno Sp z o.o. operates on the basis of the policies and regulations in force in all Companies of the BNP Paribas Bank Polska S.A. Capital Group and the policies of the BNP Paribas Group, and in particular the parent document, which is the Code of Conduct of the BNP Paribas Group.

In the field of compliance management in the employee area, the Company applies generally accepted rules in accordance with legal requirements. It does not have its own regulations for the management of employee complaints, it has adopted the principle of transparency and response in accordance with social norms.