2007 REGISTRATION DOCUMENT
2007 REGISTRATION DOCUMENT 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
SOCIAL AND ENVIRONMENTAL INFORMATIONClearly identified operational challenges 7< Contents >■ Measures taken for maternity leaveAfter an initial agreement signed in 2004, BNP Paribas and the tradeunions signed a subsequent agreement on gender equality in theworkplace in July 2007. This agreement is based on, reinforces andsupplements the provisions of the first agreement. In particular, it ensuresequal treatment of men and women in terms of recruitment, salary andpromotion, and includes measures for maternity leave. Employees goingon maternity leave have an interview with their direct manager priorto their departure and again at least two months before their returnto define the conditions under which they will resume their post. Theage limit that had been set for detecting high-potential executives wasreplaced by a criterion of work experience to avoid penalising womenwho have gaps in their career due to maternity leave.Group subsidiaries BPLG, Cetelem, BNP PAM and BNP Paribas Assurancehave signed similar agreements. In 2006, another agreement was enteredinto with four BNP Paribas SA trade unions regarding the implementationof the French law of 23 March 2006 on equal pay during maternity,adoption and post-maternity leave. This agreement lays down the rulesfor determining minimum fixed and variable salary increases. Sincethe agreement was signed, it has enabled 743 women returning frommaternity leave to have their situation reassessed.Integrating disabled personsTools■ A review of the situationThe working conditions of BNP Paribas SA’s handicapped employees wereaudited by TH Conseil, a human resources consultancy specialised in therecruitment of disabled persons. Following the audit, Project Handicapwas put in place with a view to moving beyond an approach basedon solidarity to reach for a true commitment in terms of the Group’scorporate social responsibility. Group subsidiaries Arval, Cortal Consors,Klépierre, BNP Paribas Securities Services and Cetelem also establisheda Handicap diagnostic review in 2006 and 2007. A special project waslaunched in 2007 to improve the actions already in place to help disabledpersons remain employed.Results■ Project HandicapIn order to improve the coordination of actions in place and facilitate theinclusion of handicapped persons, BNP Paribas created a dedicated team,Project Handicap, which is gradually establishing local contacts and arecruitment and assistance programme. These initiatives are promotedthrough internal communications aimed at the recruitment teams withinthe main businesses, functions and regional departments of the bankingnetwork. An action plan, which is set out in the one-year agreementsigned in May 2007 with Agefiph, focuses on four main areas:■ raising awareness and offering training to the main players in therecruitment process;■ hiring a significant number of disabled workers on fixed-termcontracts, permanent contracts and work placements, with emphasison skills rather than degrees;■ formalising and intensifying actions by social services and occupationalhealth services to help employees dealing with disability (their own ora family member’s) to remain in the workforce;■ stepping up the actions already in place to keep disabled workersin the workforce. BNP Paribas SA has approximately 1,000 disabledworkers in mainland France.Some 160 people – recruitment managers, Project Handicap contactsand managers from the network’s regional departments – as well asemployee representatives, have taken part in special training sessionsthat focus on disability.In November 2007, during the French Handicap Week, BNP Paribashosted an open day in its Paris offices for disabled persons. The goalswere to promote awareness of jobs available in the banking sector, toallow applicants to apply for jobs, and to meet applicants.BNP Paribas is developing the outsourcing of certain work to shelteredworkshops. Since 1981, it has been working with the Institut de CentsArpents, which was set up by Mutuelle BNP Paribas in the suburbs ofOrléans. The facility, which is home to the Jean Pinault centre for assistancethrough work, has recently increased its capacity and now provides workto 107 disabled workers, compared with 80 previously. Eleven people withserious handicaps also live in its special accommodation centre.BNP Paribas is seeking to significantly increase the number ofhandicapped employees by broadening the pool of candidates. It alsowishes to improve support for employees confronted with a handicapeither directly or in their family. Whenever necessary, the bank adaptsworkstations and the working environment, and liaises with socialservices, the occupational health department and the Group’s healthinsurance plan to improve personal living conditions and help disabledemployees with the purchase of expensive equipment. A special projectgroup was set up in 2007 to establish concrete initiatives and step upthe efforts to keep disabled workers in the workforce.BNP Paribas SA continued its Accueil et Service (reception and service)initiative aimed at improving access to its offices for customers andstaff. A full audit is currently being carried out on the compliance ofthe Group’s head office buildings in the Paris area. This initiative hasbeen presented to BNP Paribas SA’s employee representatives and willfirst be rolled out to all French subsidiaries, then extended to a certainnumber of other territories.The Group has also improved access to its website for sight-impairedpeople and expanded the range of software available to employees toinclude voice synthesis software. In-depth studies are being carriedout on ways to make it easier to communicate with hearing-impairedclients and staff. Work is continuing to bring head office buildings intocompliance with the access plan, with particular attention being paidto the difficulties encountered by disabled employees.In 2007, BNP Paribas, along with French training centre for the bankingprofession (CFPB) and seven other banks, founded the associationHandiFormaBanque, which is currently chaired by BNP Paribas. Thisassociation works to train and recruit people with disabilities forcertain strategic posts: banking call centre agents, receptionists andcustomer service representatives. The association set up a structureand implemented resources dedicated to integrating people, to make iteasier to find applicants and communicate with them. It also establishesties with other associations that focus on employment for disabledpersons.12345678910112007 Registration document - BNP PARIBAS 251
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SOCIAL AND ENVIRONMENTAL INFORMATIONClearly identified operational challenges 7< Contents >■ Measures taken for maternity leaveAfter an initial agreement signed in 2004, BNP Paribas and the tradeunions signed a subsequent agreement on gender equality in theworkplace in July <strong>2007</strong>. This agreement is based on, reinforces andsupplements the provisions of the first agreement. In particular, it ensuresequal treatment of men and women in terms of recruitment, salary andpromotion, and includes measures for maternity leave. Employees goingon maternity leave have an interview with their direct manager priorto their departure and again at least two months before their returnto define the conditions under which they will resume their post. Theage limit that had been set for detecting high-potential executives wasreplaced by a criterion of work experience to avoid penalising womenwho have gaps in their career due to maternity leave.Group subsidiaries BPLG, Cetelem, BNP PAM and BNP Paribas Assurancehave signed similar agreements. In 2006, another agreement was enteredinto with four BNP Paribas SA trade unions regarding the implementationof the French law of 23 March 2006 on equal pay during maternity,adoption and post-maternity leave. This agreement lays down the rulesfor determining minimum fixed and variable salary increases. Sincethe agreement was signed, it has enabled 743 women returning frommaternity leave to have their situation reassessed.Integrating disabled personsTools■ A review of the situationThe working conditions of BNP Paribas SA’s handicapped employees wereaudited by TH Conseil, a human resources consultancy specialised in therecruitment of disabled persons. Following the audit, Project Handicapwas put in place with a view to moving beyond an approach basedon solidarity to reach for a true commitment in terms of the Group’scorporate social responsibility. Group subsidiaries Arval, Cortal Consors,Klépierre, BNP Paribas Securities Services and Cetelem also establisheda Handicap diagnostic review in 2006 and <strong>2007</strong>. A special project waslaunched in <strong>2007</strong> to improve the actions already in place to help disabledpersons remain employed.Results■ Project HandicapIn order to improve the coordination of actions in place and facilitate theinclusion of handicapped persons, BNP Paribas created a dedicated team,Project Handicap, which is gradually establishing local contacts and arecruitment and assistance programme. These initiatives are promotedthrough internal communications aimed at the recruitment teams withinthe main businesses, functions and regional departments of the bankingnetwork. An action plan, which is set out in the one-year agreementsigned in May <strong>2007</strong> with Agefiph, focuses on four main areas:■ raising awareness and offering training to the main players in therecruitment process;■ hiring a significant number of disabled workers on fixed-termcontracts, permanent contracts and work placements, with emphasison skills rather than degrees;■ formalising and intensifying actions by social services and occupationalhealth services to help employees dealing with disability (their own ora family member’s) to remain in the workforce;■ stepping up the actions already in place to keep disabled workersin the workforce. BNP Paribas SA has approximately 1,000 disabledworkers in mainland France.Some 160 people – recruitment managers, Project Handicap contactsand managers from the network’s regional departments – as well asemployee representatives, have taken part in special training sessionsthat focus on disability.In November <strong>2007</strong>, during the French Handicap Week, BNP Paribashosted an open day in its Paris offices for disabled persons. The goalswere to promote awareness of jobs available in the banking sector, toallow applicants to apply for jobs, and to meet applicants.BNP Paribas is developing the outsourcing of certain work to shelteredworkshops. Since 1981, it has been working with the Institut de CentsArpents, which was set up by Mutuelle BNP Paribas in the suburbs ofOrléans. The facility, which is home to the Jean Pinault centre for assistancethrough work, has recently increased its capacity and now provides workto 107 disabled workers, compared with 80 previously. Eleven people withserious handicaps also live in its special accommodation centre.BNP Paribas is seeking to significantly increase the number ofhandicapped employees by broadening the pool of candidates. It alsowishes to improve support for employees confronted with a handicapeither directly or in their family. Whenever necessary, the bank adaptsworkstations and the working environment, and liaises with socialservices, the occupational health department and the Group’s healthinsurance plan to improve personal living conditions and help disabledemployees with the purchase of expensive equipment. A special projectgroup was set up in <strong>2007</strong> to establish concrete initiatives and step upthe efforts to keep disabled workers in the workforce.BNP Paribas SA continued its Accueil et Service (reception and service)initiative aimed at improving access to its offices for customers andstaff. A full audit is currently being carried out on the compliance ofthe Group’s head office buildings in the Paris area. This initiative hasbeen presented to BNP Paribas SA’s employee representatives and willfirst be rolled out to all French subsidiaries, then extended to a certainnumber of other territories.The Group has also improved access to its website for sight-impairedpeople and expanded the range of software available to employees toinclude voice synthesis software. In-depth studies are being carriedout on ways to make it easier to communicate with hearing-impairedclients and staff. Work is continuing to bring head office buildings intocompliance with the access plan, with particular attention being paidto the difficulties encountered by disabled employees.In <strong>2007</strong>, BNP Paribas, along with French training centre for the bankingprofession (CFPB) and seven other banks, founded the associationHandiFormaBanque, which is currently chaired by BNP Paribas. Thisassociation works to train and recruit people with disabilities forcertain strategic posts: banking call centre agents, receptionists andcustomer service representatives. The association set up a structureand implemented resources dedicated to integrating people, to make iteasier to find applicants and communicate with them. It also establishesties with other associations that focus on employment for disabledpersons.1234567891011<strong>2007</strong> Registration document - BNP PARIBAS 251