Supporting our 147,000 employees in the enhancement of their skills and their employability, developing a responsible banking culture based on our values to ensure dialogue with partners and the diversity of the teams, offering a suitable working environment nurturing the commitment of the teams. These are our priorities as a responsible employer.
Supporting the transformation of the businesses and skills development
Our role is to support the evolution of businesses, by developing the skills our employees need to adjust to transformations in the banking landscape. We must anticipate the skills that its businesses will require in the medium and long term. We must also enable employees to develop their employability through training, learning and the formulation of clear career paths, while recruiting the best profiles for the growing or emerging businesses. Lastly, we must fully embrace the digital transition, by offering alternative ways of working, an agile organisation and new forms of interaction with our stakeholders.
• 17 800 recruitments in permanent contrats (chiffre exact : 17 797)
• 24 000 internal mobilities in the world (chiffre exact : 24 010)
• 26h of training per employee (chiffre exact : 25,6 h)
• 93% of employees had an annual performance appraisal
Acting responsibly in our relationships with stakeholders
Our corporate culture has been shaped by its history, dating back more than 150 years. We are committed to the diversity of our teams and to ensure a high-quality dialogue with our partners. We put the focus on the customer and we require excellence in business conduct.
To be a trusted partner committed to positive transformation, we are guided by four fundamental values (team spirit, innovation, responsibility and commitment) and we promote the behaviours and skills through which all our employees should apply these values.
The Code of Conduct implemented worldwide describes the standards to be met and represents a commitment to each stakeholder. This Code applies to all employees in all locations. The behavioural skills reflected in our Leadership Model are thus divided into three categories corresponding to the main levels of responsibility within the company – Senior executives, Managers and Employees – and are common to the whole Group.
In addition to the ethical responsibility, diversity addresses a performance challenge. We strive to fight discrimination and we value diversity: gender equality, generation balance, social inclusion and disability. Various initiatives have been undertaken on this topic across the Group, according to the stakes and the regulations of the different countries where we operate.
We have made it a priority to promote women and international profiles to positions of responsibility and seats within the Bank’s management bodies. To do so, we rely on our Diversity Board, composed of Management Committee members or on Strategic Talent pools. In 2017, 40% of them were women and 43% international, i.e. non-French.
Our wish to create a culture of inclusion resulted in several commitments:
• adherence to the Women’s Empowerment Principles, under the aegis of the UN Global Compact, covering gender equality;
• adherence to the Global Business and Disability Charter, under the aegis of the International Labour Organization, promoting the inclusion of persons with disabilities in the world of work.
Diversity and gender parity in 2017:
• 138 nationalities, 57% non-French
• 60% employees out of mainland France
• 59% women in the Groupe, 44% among managers
• 50% women in the Board of Directors
• 21% women and 25% non-French in the Management Committee
• 14th rank (1st French bank) among more than 3,000 companies in the international ranking on gender equality by the NGO Equileap
• Over 2,500 disabled staff around the world, including 1,743 persons in France (excl. subsidiaries) (1.7 % total staff)
• 23% employees below 30 years old and 26% over 45 years old
Fostering employee commitment
Employee commitment is a lever to ensure team performance and cohesion. Recognising each individual’s contribution to the Group’s long-term performance, ensuring safety and well-being at work and involving employees in civic initiatives are all essential to maintaining their ties to the company and improving efficiency.
In 2017 :
• 15,000 teleworkers around the world
• 15 commitments taken by the Executive Committee for work-life balance
• 68% commitment rate according to the 2017 Employee Satisfaction Survey
• The average length of service within the Group is 9.7 years.
• 5.93% of the share capital and 10.85% of the voting rights held by current and former employees
• Une participation, intéressement et abondement de 301 MEUR (274 MEUR en 2016)