Equality and Anti-Discrimination status and activities

Diversity and inclusion; risk assessment and measures

Equality: in focus for many years

The BNP Paribas Group has over several years worked systematically to promote equality on a number of different areas. 2006 saw discrimination identified as one of the main operational risks, and a number of measures have been put in place – some with a global reach, others with a regional or local reach. 2014 saw establishment of the European Social Charter for Workplace Equality with the following targets:

Guarantee equality of opportunity in career management
Concrete measures linked to e.g. recruitment practices, promotion and career development and access to vocational training. This included setting concrete targets for gender diversity and continuing to develop these targets. E.g. in 2014 the target was to reach 25% of women in Senior Management positions, while the latest target was to reach 40% of women on the Group’s Executive Committee by 2025 and that 50% of all identified leadership talents should be women. Both of these targets have been met.
Pursue wage equality between women and men
Concrete measures linked to identifying discrepancies, as well as identification of measures if unjustified gaps are discovered.
Contribute to a better professional and private life balance
Concrete provisions to allow women and men to reconcile professional and private lives more effectively, e.g. through provisions relating to parental leave, part-time work and organization of work.
Encouraging women’s networks and sharing best practices
Facilitate and promote employee networks. Establish role of “diversity officers” in key entities of the Group, who will ensure diversity actions and follow up of diversity policy of BNP Paribas.
Promoting the diversity of staff representatives
Ensuring that trade unions and/or staff representatives commit to promoting workplace equality through diversity of representations as well as other measures.

The agreement also has provisions for monitoring the application of the agreement, through annual reporting by all entities. BNP Paribas SA NUF has for a number of years reported on key indicators, and the results are part of the annual financial report for BNP Paribas SA.

2025 report

Local risk assessment: risks, causes and measures

BNP Paribas SA in Norway regularly review key risks concerning equality as well as potential risk or source of discrimination.

Regular risk assessments: HR performs annual risk assessments, and risk of discrimination in the various HR processes are identified as low. Based on key indicators, we have a highly diversified work force – a result of focusing on this for a number of years. To date, no suspicion or claim for discrimination seen or registered along with no barriers to equality found in our local organization.
Bias: Our largest risk is likely to be unconscious bias amongst our staff or managers. However, with recent years focus on the Code of Conduct, Respect for Colleagues supplemented by the strong focus on diversity, we believe this risk is limited. Having an active HR role involved in all processes linked to recruitment, mobility, training and compensation is a central risk-mitigating factor and contributes to increasing awareness amongst managers and employees.
We have put diversity on the agenda in recent years. Since 2020 we have organized local events in connection with BNP Paribas Inclusion week. The purpose of this has been to raise awareness amongst our employees, celebrate our diversity and identify ideas to continue our focus on these topics.
Employee networks: We have three employee networks established since 2020; Nordic PRIDE network, CulturALL and MixCity. All networks are employee driven, with strong support from both HR and Management. These networks organize activities open to all employees. The networks are pro-active partners promoting diversity related topics and facilitating increased awareness among employees and managers.
Gender balance: continue to work for greater gender balance in teams that experience a significant imbalance over time.
Cultural diversity: For a number of years we have recruited employees with diverse backgrounds. As of end 2025 we have 13 nationalities represented amongst our employees and the cultural diversity is even greater. We have a work environment where employees are welcome to share and be proud of diversity, whether this diversity is cultural or ethnic background, gender/sexual identity, religious or political beliefs or other factors.
Ability/disability: we regularly provide facilitation linked to physical or psychosocial challenges. We integrate this in how we work and how managers follow up their teams, to enable a work environment that is as supportive as possible.
Work-life balance: Our well-established flexi time system enables employees to manage their daily work and outside of work activities in a quite flexible manner, as well as to adapt to changes in daily workload. The majority of our employees are able to work remotely up to 50% of the time.

Status of gender equality

Gender pay review

Doing pay review in a small organization such as BNP Paribas SA NUF is challenging for a number of reasons:

Small organization, with a number of specialized roles
Most teams consist of 1 – 5 people, with different levels of seniority and experience – hence data comparison is difficult from a statistical point of view. The risk of easy identification of individuals makes the sharing of data challenging.
Front-office roles (income generating roles) with a significant component of variable compensation, are not directly comparable with back-office/support functions roles.

During recent years, we have done a number of pay reviews and have not identified gender based differences within similar roles. We find some structural differences, with more women than men in support functions, and more men in front-office roles than women. Within support functions, we find more female managers, whilst there are more male managers in front-office roles.

To conclude, BNP Paribas NUF is committed to remaining vigilant on gender pay differences that may arise remediating accordingly. Additionally it is our ambition to hire more women in front-office roles and more men in support functions to create a true balance, and we will continue offering new hires a market level salary reflecting their competence and qualifications indifferently of gender.