Diversity in the workplace

Management of this area is regulated by The Policy of Adequacy Assessment of the Supervisory Board Members, Management Board Members and Other Key Persons of the BNP Paribas Bank Polska S.A. and The Diversity Management Policy of the BNP Paribas Bank Polska S.A. The Bank has committed to foster diversity and counteract exclusion within its CSR & Sustainable Development Strategy, which is one of the foundations of the organisational culture and an element of the business strategy of the Bank.

We strive to create and promote a diverse workplace, which makes full use of employees’ potential. The Policy sets forth rules of conduct regarding discrimination risk management and respect for diversity. It includes rules binding for the BNP Paribas Group. The Policy concerns all employees in all possible aspects of employment management, especially recruitment processes, career planning and development, and training schemes. The Bank has a zero-tolerance policy towards discriminatory employment practices, be it direct or indirect. This includes discrimination against gender, age, disability, ethnicity, nationality, denomination, religion, sexual identification and orientation, political beliefs, labour union affiliation. Similarly unacceptable is discrimination against form of employment: fixed or permanent, full or part-time.

Our initiatives towards diversity are reviewed by independent external bodies. In 2021, we were assessed by the Central Institute for Labor Protection and Responsible Business Forum. As a result, the Bank once again came out as one of the leaders of Diversity in Check rating.

We encourage our employees to take action. We actively support grassroots initiatives of employee resource groups.. We also engage in projects of the non-governmental sector, which foster diversity and prevent exclusion of sensitive social groups.

Policies and procedures regulating diversity management at the Bank can be found in the Chapter Management Foundations, subchapter Due Dilligence Policies and Procedures.

Diversity policy is employed by Members of the Management Board, Supervisory Board and other key persons in the Bank while appointing new members of the Management Board and the Supervisory Board. Different points of view and independent opinions are extremely important for the Management Board and the Supervisory Board. Members of these bodies are appointed so that managing and supervisory organs can make sensible decisions and fulfil their tasks to the best of their abilities.

Thanks to the diversity strategy, persons are appointed according to diverse knowledge, skills and experience corresponding to function and duties. These criteria are verified within the adequacy assessment process, which is described in the The Policy of Adequacy Assessment of the Supervisory Board Members, Management Board Members and Other Key Persons of the BNP Paribas Bank Polska S.A. Furthermore, in accordance with the diversity policy, the Bank appreciates differences resulting from gender, age and origin. The diversity policy guides how to make use of these difference to achieve best results.

The Bank is invested in implementing ideals of diversity on a real scale, so it strives to guarantee proportionate share of women and men in the Bank’s bodies. To this end, the Bank has made a strategic commitment, expressed in the diversity policy, to guarantee to women at least 30% of seats in each: the Management Board and the Supervisory Board.

Method of presenting indicators:

• Key Managers comprises MRT (Material Risk Taker): persons with material influence on the risk profile of the Bank excluding the Management Board.
• Managers includes all other supervisors.
• The percentage relates to the number of active employees of the Bank or the Group.

At the beginning of 2021, we established cooperation with external entities that support us in better adapting the organization and in increasing employment of people with disabilities. In cooperation with these entities, we conducted training and planned internal communication so as to promote open, inclusive behaviours.

We initiated a series of webinars on how to increase awareness of our managers regarding employment of people with disabilities. The webinars were conducted by a coach responsible for training managers solely in this area.

Another series of webinars, Different Abilities, Common Goal, was created for all employees, as well as a series of testimonials People with Experience. We also organised a webinar for all employees led by a motivational speaker, Tomasz Manikowski, who is a person with disability active in business. Privately, we work towards overcoming obstacles that limit people with disabilities.

An expert on employment of people with disabilities joined the Recruitment Team. Whereas the Communication and Marketing Department welcomed another expert on breaking stereotypes and disability inclusion in the Bank and public space.

The Disabled Community has been included in the Ten Commandments of Equal Treatment. The Diversity Week devoted one full day to the area of disability. We created a web page in Echonet which contains educational materials addressed at all employees. The symbol of people with disabilities was placed on a mural at the Kasprzaka Head Office in Warsaw, which represents our values.

We word our recruitment listings so it is clear for all candidates how important it is for the Bank to actively include people with disabilities. New-hires can now enjoy a newly created handbook Nice to see you.

We promote inclusivity outside the organisation, too. To this end, the campaign The World Needs You was launched. Our social media also openly inform about our attitude towards people with disabilities.

Diversity is the highest value of our organization, so it is very important for us to make all employees feel appreciated and have equal possibilities of personal growth. In 2021, a dedicated Women Up development program was created, which is described in detail in subchapter Training and Development.

In 2021, as in previous years, we promoted external initiatives which support and develop women’s potential in Poland. This is why we partnered with the 13^th edition of Businesswoman of the Year Contest, organized by Fundacja Sukces Pisany Szminką (Foundation Success Written in Lipstick), whose aim is to publicise women’s achievements in business, science and culture. More information is available here.

We support parents, advocate for equal parenting models and participate in initiatives aiming at realizing this ideal.

In 2021, a grassroots initiative of Bank employees was created, called Daddy, you can bank on it, which promotes a partner family model. The main idea is to present the man not only as the breadwinner of the family. This is why the creators show that fatherhood is a challenge and an adventure to become a rightful engaged caregiver of the child.

Method of presenting indicators:

• The data comprises maternity, paternity and parental leaves.