Ensuring that the city of tomorrow reflects the people who live in it
At BNP Paribas Real Estate, the issue of equality is a matter of social justice, but also of competitiveness and attractiveness. By signing this charter, BNP Paribas Real Estate reaffirms its desire to develop gender equality from the moment new employees are hired, and to guarantee the effectiveness of gender equality in strategic positions. These are ambitions that have already been underway for several years at BNP Paribas Real Estate, as Bertrand Sannier, Director of Human Resources at BNP Paribas Real Estate, recently pointed out.
Our management board (...) is currently composed of 60% men and 40% women. Our ambition is to reach 50/50 in the coming years. This same ratio also applies at team level, with a split of 51% men and 49% women.
The equality charter includes:
Four areas of work
- Making Performance Equality an essential part of company policy
- Guarantying equal pay
- Ensuring the promotion of female talent to strategic positions
- Promoting the visibility of women.
Four fundamental objectives
- Present a report on the company's Gender Performance to Comex and Codir (salaries, promotions, training courses)
- Reduce the pay gap to less than 10% by 2023 and achieve equality by 2025
- Ensure that women make up 30% of management positions by 2027, and 40% by 2030 (to include COMEX and CODIR)
- Put forward female spokespeople and decline panel discussions with three or more speakers, if no women are present. In this respect, in 2020, Thierry Laroue-Pont (CEO BNP Paribas Real Estate) signed the #NeverWithoutWomen charter, affirming his commitment not to participate in events with three or more speakers without the presence of women.
Each signatory also undertakes to respect at least six objectives among the following commitments:
- Gender equality: communicate gender equality commitments to all employees and include Gender Performance criteria in managers' annual objectives
- Training/ Mentoring: give men and women equal access to training, set up mentoring to encourage more equality, particularly on issues of maternity, paternity, leadership models, etc.
- Work-life balance: encourage paternity leave, offer flexible working hours
- Recruitment and promotion of talent: encourage a mixed and open recruitment environment or set up programmes to support talent. It should be noted that in 2012, BNP Paribas Real Estate set up a women's leadership programme, "Women in Leadership", which supports high-potential female employees in their career development.
- Equal pay and transparency: set remuneration packages objectively, reduce the differences if they exist and publish the Pénicaud professional equality index.
- Visibility: promote internal women's networks and involve women in external professional networks
Indicators for monitoring equality performance will be evaluated regularly by a dedicated committee, which will also collect feedback from the signatories of the charter.
Press Release