Employer Statement
Workplace Gender Equality Agency’s (WGEA) Industry Benchmark Report – annual Gender Equity Reporting
EMPLOYER STATEMENT
(last updated 20/3/25)
Since BNP Paribas signed our first agreement on professional equality in 2004, we have actively promoted diversity, equity and inclusion throughout the global organisation. We have worked closely with external organisations, including the United Nations, and provided a voice and support for international actions to advance equality.
Our commitment to diversity, equity and inclusion focuses on five major areas:
- Professional equity between women and men
- Disability
- Multiculturalism and diversity of origins
- Gender and LGBTQIA+
- Age and intergenerational relations
More specifically, in support of our ambitions in Gender equality, BNP Paribas has set concrete targets for professional equity between women and men: at the global Leadership level within the Group, our target is to achieve 50% women on the global Group Executive Committee by 2030.
This commitment to Diversity, Equity and Inclusion (DEI) is maintained across all countries in our Asia Pacific Region. At an APAC level, we have established a DEI Governance Framework, including a DEI Committee chaired by our APAC CEO, which identifies strategic priorities and tangible actions to achieve our Diversity goals. This framework is replicated in each country and is chaired here by the CEO for Australia and New Zealand.
The WGEA publishes data at an Industry Benchmark level as well as at an organisation level. The analysis of the Gender Pay Gap is based on the information we provided about our workforce composition in December 2024, covering 527 employees across all entities in Australia.
The first point of comparison is how the BNP Paribas data compares to the Industry Comparison Group. The data published by WGEA shows the average Total Remuneration Pay Gap for BNP Paribas is 23.3% vs Industry Average of 22.4%, and the Median Total Remuneration Pay gap of 20.6% for BNP Paribas vs Industry Median of 22%.
| BNP Paribas | Industry comparison | |
| Average (mean) total remuneration | 23.3% | 22.4% |
| Median total remuneration | 20.6% | 22.0% |
| Average (mean) base salary | 16.7% | 21.06% |
| Median base salary | 17.9% | 22.8% |
In all metrics shown in the table above, BNP Paribas’ results are similar to or better than the Industry benchmark.
Our review of the data highlights an imbalance of gender workforce composition at BNP Paribas across Key Management Personnel (KMPs), Managers and Non-Management, which is the primary driver for the gender pay gap of 20.6% for Median total remuneration. Across the industry, there is a similar trend in workforce composition across women and men. The table below shows the Gender mix across different levels of role in the organisation.
This imbalance of workforce composition is an industry wide concern, and in our case is the primary driver for the gender pay gap of 20.6%, since a higher concentration of men in the more senior, higher paid roles creates a Gender Pay Gap. Within the two higher salary quartiles, we have approximately 67% male representation. Our areas of focus will therefore continue to relate to managing this Gender balance in management roles.
As we go forward, we will continue to leverage on the existing programs in place, and to expand our activities. In particular, we have a strong focus on training and development, such as specific leadership development programs, mentoring, and a comprehensive Learning offer which includes a wide range of DEI topics. We have embedded comprehensive metrics on gender parity into our annual performance and compensation review process and addressing any gaps where they exist.
As we review the latest WGEA results, we will continue to refresh our action plans, built on our existing initiatives, and in consultation with our people, (through our DEI Committee and Staff Network Groups), continue to build a pipeline of female talent into our mid and senior management roles. We will build on the momentum from last year on our recruitment activities, including gender balance of shortlists, and an increased focus on Succession Planning with accompanied development programs as we seek to achieve our global DEI ambitions.