2007 REGISTRATION DOCUMENT

SOCIAL AND ENVIRONMENTAL INFORMATIONClearly identified operational challenges 7< Contents >EntityTerritory or SubsidiaryBNP Paribas AustraliaBNP Paribas CanadaBNP Paribas Hong KongBNP Paribas New YorkBNP Paribas United KingdomBank of the WestCetelemBPLGExamples of non-discrimination training and awareness-raising sessionsFor the past three years, annual training on non-discrimination and preventing harassment. Includes aninformation and awareness-raising session for all employees, and a more in-depth version for managers withadvice on handling complaints and problems.Since 2004, introductory course on managing diversity provided to managers. 2006 project on the issue ofdisability: information and training sessions addressing feelings of uneasiness with difference, with respect tointerviews, customer service and the workplace.Sessions on non-discrimination and equal opportunity legislation: annual training for the HR team organised bythe Equal Opportunity Bureau, a government body, at the company’s request.2005: mandatory Inclusiveness in the Workplace training, to raise awareness of difference and learn to respect it.Diversity training for managers: more than 200 trained.New Workplace Behaviour training: two-hour role-play sessions run by actors, given to managers divided intogroups of 20. This training is due to be expanded to accommodate 200 people.Diversity Awareness Programme: valuing diversity, understanding the difference between diversity and nondiscrimination,and being aware of stereotypes and cultural differences. Training only for managers but due tobe extended to all employees.The 2005 recruitment campaign centred on diversity, its slogan being “Diversity is a matter of personality.”The HR newsletter Info RH provides regular updates on the issue. The Diversity Charter, signed by Cetelem’sChairman, is posted on the intranet. An annual brochure published by the HR Department, Regards sur lemonde Cetelem (a look at Cetelem’s world), includes several pages on diversity.Cetelem’s project group Agir pour la diversité (acting for diversity) presents the legal framework, relevantconcepts, and sensitive situations. Awareness is raised through games and quizzes, and with the presence ofan illustrator. During the sessions, the managers draft Cetelem’s diversity action plans.Signature of an agreement on gender equality with employee representatives. This agreement was circulated toall employees, accompanied by a letter from the Chief Executive Officer.12345Participating in forums and committingto partnershipsBNP Paribas takes part in various forums and working groups onrecruitment and diversity. These include IMS, Africagora, AFIJ, the ZéroDiscrimination initiative in Lyons, and the Nos quartiers ont du talentproject with the French employers’ organisation MEDEF. The Groupfrequently attends recruitment fairs in underprivileged areas.Partnerships have been set up, particularly in poor suburbs, to help youngpeople enter the corporate world. They are described in the sectionentitled A partner in society.66 billion OthersIn 2006, BNP Paribas decided to sponsor a project by renowned photographer Yann Arthus-Bertrand, which involved conducting thousandsof interviews with people throughout the world, to try to discover “otherness” and produce a portrait of humanity at the beginning of the21st century, a portrait that highlights the individuality and universality of each person. This project has already been exhibited at BNP Paribasoffices in London and in Rome. In 2008, 6 billion Others will be presented at a major exhibition in France, at which the interviews will bescreened. At the request of BNP Paribas, Yann Arthus-Bertrand and his team are working to centre this project on the issue of underprivilegedsuburbs in France. The Group’s support for this project was born of a conviction that the diversity of the human race is a source of richness.78910112007 Registration document - BNP PARIBAS 249