2007 REGISTRATION DOCUMENT

7 ClearlySOCIAL AND ENVIRONMENTAL INFORMATIONidentified operational challengesTOOLS AND TANGIBLE RESULTSFOR DIVERSITYCombating discriminationTools■ An appeals commissionAny employees who feel they have experienced discrimination in theform of a lack of promotion or pay rise can bring a complaint before theappeals commission, which was set up following an agreement with thefive trade unions and is comprised of representatives from these unionsand from the Group HR function.■ An ethics alert mechanismAn ethics alert mechanism also enables all employees to report anynon-compliance risks they may come up against and, in particular, anypractices they may find discriminatory.■ Anti-discriminatory recruitment toolsRecruitment procedures have been put in place to prevent discriminationand boost equal opportunity.A statistical assessment of discrimination in recruitment and careerdevelopment was carried out by the research group Observatoire desDiscriminations.A central team processes more than 90% of the applications received inFrance, helping to ensure an objective recruitment process. The publicationof information on vacancies and work placement opportunities on theGroup’s website helps to ensure transparency.Based on a comprehensive review of recruitment methods, systemsfor assessing personality and behaviour at work were established tomake interviews with recruitment managers more objective. A tool isused to sort curricula vitae based on the requirements of five standardpositions that account for a large proportion of branches’ recruitment.This automatic sorting helps recruitment managers by pre-selectingthe most suitable candidates for each post. Candidates’ nationalitiesno longer appear on application forms filled in on the Group’s website.Cetelem now asks applicants not to put a photo on their curriculumvitae, with the objective of assessing candidates based on their skillsand level of interest alone.A new diagnostic tool was rolled out in 2007 to assess the workplacebehaviour of applicants.Results■ Implementing an action plan to combat the risk of discriminationDiscrimination, either at the recruitment stage or at any other time in anemployee’s career, has been identified as one of thirty major operationalrisks faced by the Group worldwide. A risk analysis was carried outto assess the potential causes of discrimination, define preventioncontrols, weigh up possible consequences (financial, legal or in termsof reputation) and prepare an action plan. A report is presented to theExecutive Committee three times a year regarding this action plan.The Group’s model for assessing operational risk, which includes the riskof discrimination, was validated by regulatory authorities in 2007.■ Results in terms of equality in promotionsSpecial consideration is given to ensuring a balance in the proportionof male and female candidates going forward for promotion. 40.3% ofBNP Paribas executives are female, meaning that the Group has alreadymet the target laid down by the French Banking Association for 2010. At1 January 2007, women accounted for 28.5% of employees promotedto senior management level.Gender equalityTools■ Implementing a women’s working groupAt the end of 2004, the Group HR Department brought together aboutten female senior executives from across the spectrum of the Group’sbusinesses within the “Mix City” initiative (a pun on the French mixité,meaning gender balance). The group is active in five main areas: servicesto facilitate day-to-day life, management of maternity leave, workinghours, mentoring and coaching, and creating a women’s network. Thisgroup presented a series of suggestions to the HR function on how bestto facilitate the inclusion of women in senior management positions.■ Evaluation surveysSurveys were used to assess ways to improve gender equality. In 2006,BNP Paribas took part in the latest survey by the French BankingAssociation: a comparative gender analysis of careers in the bankingsector, analysing the discrepancies found in the careers of men andwomen over a 15-year period.Results■ Corporate concierge services< Contents >12345678Corporate concierge servicesActing on the recommendation of one of the Mix City working groups, BNP Paribas Assurance started offering corporate concierge servicesat its Rueil Malmaison site in spring 2007. A number of services are available to employees, such as dry cleaning, alterations, shoe repair, cardetailing and access to a vending machine that sells public transport passes, stamps and parking vouchers. The concierge on duty ensuresthat the work is completed satisfactorily and is on call to answer any questions about where to go for other services – how to find an opticianoffering same day lens repair, a restaurant that costs less than EUR 20 for a quick lunch, or the nearest flower shop open on Mondays. As thegoal is to help to improve the work/life balance of employees, the services offered will be expanded over time based on employee needs.910112502007 Registration document - BNP PARIBAS