2007 REGISTRATION DOCUMENT

SOCIAL AND ENVIRONMENTAL INFORMATIONClearly identified operational challenges 7The occupational health department monitors emerging health risks inorder to inform staff members and recommend solutions. In 2007, theGroup used the intranet to provide tips to its staff on how to handle apotential heat wave in July.A working group comprising HR managers from all the businesses andfunctions is preparing the Group to deal with health and organisationalissues in the event of a pandemic. Topics include the purchase of masks,hygiene product listings, information on hygiene measures such as handwashing, and, finally, placing posters in washrooms.Emergency response and CPR trainingfor all medical staffAs part of the five-year emergency medicine training plan, a yearlyrefresher course on the use of semi-automatic defibrillators has beenorganised, and ongoing training is provided to medical staff involvingthe revision of key protocols and role-play.SUPPORTING EMPLOYEES THROUGHDIFFICULT TIMESAs with prevention, the redeployment of employees after severalmonths of absence due to illness is the subject of concerted effortsbetween the occupational health department, the HR managers andfunctional management. Given the rapid pace of change within theGroup, the reintegration process must factor in an adjustment to the< Contents >new circumstances, so as to dispel employees’ worries and allow themthe time to find their feet again.In certain cases, employees can meet with the occupational physicianbefore resuming work, either because they request it or because theirGP or the reviewing physician from the national health insurance systemdeems it necessary. In such instances the company doctor prepares theemployee for his or her return, taking into consideration any after-effectsor residual handicap he or she may be suffering.Outside France, entities are endeavouring to optimise occupational riskprevention and access to care for employees in conjunction with localhealth authorities. The employees of UkrSibbank that were exposed toradiation following the Chernobyl disaster qualify for indemnities andadditional leave, and their health is closely monitored as part of aninitiative run by the Ukrainian authorities.BNP Paribas is an active member of Sida Entreprises, a business-fundedassociation focused on AIDS. The aim of this association is for Frenchinvestors in Africa to help resolve ongoing issues of prevention and lackof access to treatments, problems that remain prevalent despite thefinancial aid that has been injected into affected countries. BNP Paribashelps to set up inter-company platforms in most of the countries inWest Africa where it is present, through its network of associated banks(BICI).In 2007, BICI Burkina Faso took part in an annual seminar organised bySida Entreprises in Ouagadougou, which brings together groups involvedin workplace initiatives to fight HIV/AIDS.12345HIGH QUALITY EMPLOYER-EMPLOYEE RELATIONS6In 2007, the Commission on Employment Law – BNP Paribas SA’slabour information and negotiation body – met on 21 occasions andnegotiated the signature of nine company-level agreements. Some ofthese agreements led to the improvement or continuation of employeebenefit plans, while others gave rise to an increase in the number ofemployee representatives in various bodies.As regards employee profit-sharing, five of the agreements led to thepayment of a one-off top-up payment for 2007 and an additionalperformance-related bonus for all employees. A wage agreement for2008 established a general measure for pay rises, the payment of aone-off bonus, and the implementation of specific measures includingtaking into account wage discrepancies between employees in differentage brackets and gradually reducing wage discrepancies between menand women.In-depth discussions were also held with trade unions on the integrationof disabled workers within the Group. Many working meetings wereorganised with a view to preparing a draft agreement on this topic, duefor signature in 2008.Discussions also got under way with employee representatives on theissue of stress in the workplace. A special working group was set upwith the participation of the occupational medicine department. Thepurpose of this group, which has already met on several occasions, isto establish a diagnostic review system and determine measures thatshould be implemented in the company.Another long-term agreement on gender equality in the workplace wassigned on 30 July 2007. It supplements the agreement signed on 28 July2006 on the implementation of the French law of 23 March 2006 onequal pay during maternity, adoption and post-maternity leave. Theagreement sets out three areas of action:■ the pivotal stages of employees’ professional life within the company.The Group will strive to narrow the gap between the number ofwomen and men promoted at the three stages when a change inlevel is considered key to career development;■ a target of at least 44% women among overall executive staff by31 December 2010. The Group has undertaken to at least maintain thelead it has in this area within the banking sector: at 31 December 2007,BNP Paribas SA had already exceeded the goal of 40% established bythe sector for 2010, with a percentage of 41.4%;■ specific measures to reduce the wage gap within the scope of theFrench law of 23 March 2006 will be implemented progressively over2008, 2009 and 2010. Methods have been designed to assist individualmanagers in identifying the files of female employees most likely toshow an unjustified wage difference, which must be given priorityfor assessment. Starting in 2008, a specific national budget dedicatedto reducing pay discrepancies will be discussed each year during themandatory annual salary negotiations.This agreement establishes measures to enhance equal treatment forwomen and men by giving women access to managerial training andtraining leading to professional banking qualifications, which are used78910112007 Registration document - BNP PARIBAS 253