Employer Statement
Workplace Gender Equality Agency’s (WGEA) Industry Benchmark Report – annual Gender Equity Reporting
EMPLOYER STATEMENT
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 40% women on the global Group Executive Committee by 2025, and 50% 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 September 2023, covering 537 employees across all entities in Australia.
The first point of comparison is how the BNP Paribas data compares to the Industry Comparison Group. The average Total Remuneration Pay Gap for BNP Paribas is 27% vs Industry Average of 42.8%. The data published by WGEA shows the Median Total Remuneration Pay Gap of 25.2% for BNP Paribas vs Industry Median of 35%.
| BNP Paribas | Industry comparison | |
| Average (mean) total remuneration | 27.0% | 42.8% |
| Median total remuneration | 25.2% | 35.0% |
| Average (mean) base salary | 21.9% | 31.2% |
| Median base salary | 21.4% | 35.2% |
In all metrics shown in the table above, BNP Paribas’ results are ahead of/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 25.2% for Median total remuneration.
This imbalance of workforce composition is an industry wide concern, and in our case is the primary driver for the gender pay gap of 25.2%, 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 70% 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 seek 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.
Our next steps as we review the latest WGEA results are to create a set of action plans, built on our existing initiatives, and in consultation with our people, (through our DEI Committee and Staff Network Groups), to continue to build a pipeline of female talent into our mid and senior management roles. This will include a review of 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.