“Having a diverse and inclusive workplace improves productivity, innovation, engagement and creates an even better place for our staff to work. Being a senior executive and business leader in the bank, I’m proud to champion gender equality and help all of our team members thrive here.”
Patrick Hayes, Head of UK, Middle East and South Africa, BNP Paribas Securities Services and Sponsor for Women in Finance Charter
Since signing the Women in Finance Charter in February 2018, we have focused on embedding a comprehensive action plan to accelerate our ambitions on greater gender balance in three strategic areas: our recruitment activities, the progression of women at and to senior levels and organisational culture.
Each of our senior leaders is implementing a tailored plan to address the specific needs of their business line, and have collectively agreed a suite of actions to further build the talent pipeline across the organisation, focusing on succession planning and senior appointments.
We have launched a development programme for mid-career women to support them in achieving their professional aspirations, further bolstering our pipeline of talented women who are ready to explore leadership opportunities.
Our Menopause at Work and New and Expectant Parents initiatives have been developed to support employees at the intersections of key life events and points in their careers. The programmes are supported by our gender balance employee network, which was bolstered by the appointment of two new co-chairs in August this year.
The three co-chairs will maintain a regular dialogue with senior management on gender topics as well as streamlining the network’s strategic areas of focus to support career development though targeted workshops and promote and facilitate mentoring.
Our continued focus and leadership drive ensure that we are on track to meet our target of 30% women in senior positions by the end of 2023.
Our action plan is supported by a suite of employee engagement events and communications initiatives, including an annual Diversity and Inclusion Week, to ensure that employees are engaged in our D&I journey.
As we do not have a common approach to organisational levels across BNP Paribas London CIB we reference an external benchmarking tool to ensure a robust and consistent approach to measuring our progress. In 2019, our external provider changed the way that they classify job roles and levels so we have identified the new classification which most closely reflects the original definition for the purposes of tracking our progress.