“Diversity and Inclusion underpins our long-term business success, enhancing our risk management and enabling us to deliver better value for our clients, our employees and for wider society. I’m proud to champion our progress on gender.”
Kieron Smith, Deputy Global Head of Prime Solutions & Financing & Sponsor for Women in Finance Charter
Since signing the Women in Finance Charter in February 2018, we have continued to embed a comprehensive action plan focused on our recruitment activities, the progression of women at and to senior levels and organisational culture.
With our continued focus both at Territory Management and at department level, we are on track to meet our target of 30% women in senior positions by the end of 2023, and have launched two new initiatives to support our progress.
First, we are working to better understand our culture, and to develop and embed a target culture that supports our growth ambitions and aspiration to build a more diverse and inclusive workplace.
We have also launched a new management programme, providing a comprehensive suite of training modules and resources to ensure managers are able to both handle day-to-day operational challenges, and fully demonstrate and communicate our shared values, beliefs and ways of working.
Each of our senior leaders continues to implement a plan tailored to the specific profile of their business line, and have collectively agreed a range of actions focused on bolstering the talent pipeline across the organisation, through succession planning and senior appointments.
Our development programme for mid-career women has run successfully for two consecutive years, with the aim of helping female employees strategically manage their careers and further strengthen our pipeline of female talent ready to explore leadership opportunities.,
We continue to run two programmes aimed at supporting employees in key points in their lives and which can affect career progress: the New and Expectant Parents programme and our Menopause at Work Initiative. This year we have launched an additional Menopause support service through an external provider, providing access to NHS-trained menopause practitioners.
Our action plan is supported by ongoing engagement and peer support through our gender balance and Parents & Carers employee networks, working closely with four other employee networks. We continue to raise awareness and engage employees in our journey through our communications and events programme, including an annual Diversity and Inclusion Week.
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, for the purposes of tracking our progress, we have identified the new classification that most closely reflects the original definition.