Real Estate for a changing world

SOCIAL RESPONSIBILITY: Diversity and inclusion

Ensuring diversity, equal opportunity and inclusion

Helping employees to better dialogue with our stakeholders, and in particular our clients, on these issues of social and environmental responsibility and to better integrate the principles of sustainable development into their jobs and activities. Increase their awareness of the impacts of our activities so that they can reduce their causes.

Key figures

  • 47%
    Share of women among executives
  • 51%
    Share of women among executives
  • 59%
    Percentage of women among the talent*

* Indicator set in 2021

- Integrate and protect the difference within the company while training our employees in diversity to facilitate everyone’s work

Strategy

Diversity and inclusion

- Fostering diversity and combating all forms of discrimination (intergenerational, disability, gender)
- Endorse the principles of equal opportunities and non-discrimination, career support and the adjustment of working conditions
- Train managers in inclusive management through the #openminded policy, with a goal of 60 managers trained in inclusive management
- Train managers and employees on invisible disabilities, with a first pilot training session that raised awareness among 12 people

Gender equality

- Develop gender diversity when hiring new employees and ensure effective gender equality in strategic positions.
- Raise awareness of sexism through StopE training on ordinary sexism.

A man in a suit and glasses standing in front of a table.

This signing is part of the continuity of our actions in favor of parity and equality at work and reinforces our commitments in this area. Indeed, at BNP Paribas Real Estate, we now have a 48% overall distribution of women within the company. Our board is 60% male and 40% female and we aim to reach the 50-50 parity by 2025

Bertrand Sannier
Director of Human Resources
France

Deployment

Diversity and inclusion

From the moment of recruitment, we ask the partners of the company to guarantee non-discrimination in the search for future collaborators. Since 2005, we have been pursuing a proactive policy to combat discrimination and promote diversity in four main areas :
- Employment of persons and disability
- Gender equality at work
- Diversity and inclusion
- Intergenerational diversity: Since 2010, senior employees have received training in preparation for retirement.

Since January 2014, the company has been offering 2 additional days of annual leave to employees aged 58 and 4 days from 60 years of age.

The Group has implemented its #OpenMinded policy, which is based on 11 actions related to diversity and inclusion.

Gender equality

Signing of charters of engagement such as the UN Women’s Empowerment Principles (WEP) (2011), the or #JamaisSansElles (2019).

Performance

Performance indicators

 

Metric

Business Line

Area

Unit

2016

2017

2018

2019

2020

2021

2022

2025 Target

Share of women among executives

All business lines

France

%

43

43

43

43

44

45

47

48

Rates of women among SMP in Europe

All business lines

Europe

%

N/A

26

26

31

33

42

51

40

Percentage of women among the talent*

All business lines

Europe

%

 

 

 

 

 

45

59

50

* Indicator set in 2021