GENDER PAY GAPREPORT 2018

At BNP Paribas we are proud to advocate for greater diversity and inclusion in the workplace. We see it, and particularly gender equality, as a critical enabler of sustainable business.

Our gender pay gap report to 5th April 2018 reflects the continued work that we as an organisation need to do to improve our gender balance, especially in the senior, technical and higher paid roles within our organisation. I am committed to ensuring that we make progress so we have set up an Equality Board and introduced a roadmap to focus our activity and accelerate the changes we are making. By signing the Women in Finance Charter, we have set the

target of having 30% of women in senior positions by the end of 2023, and I believe that with sustained focus and leadership drive, we will achieve this.

During the report period we made some organisational changes which meant that a number of departments that previously sat within the BNP Paribas Securities Services structure now sit outside it. This has had a direct impact on our gender pay gap, however the cultural changes and action plans we are driving throughout the organisation are laying the foundations for our future success.

Patrick Hayes Regional Head UK, Ireland, Channel Islands, Middle East & South Africa

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UNDERSTANDING THEGENDER PAY GAP?Is the gender pay gap the same as equal pay? No. They are two separate matters, as explained below.

What is the gender pay gap? The gender pay gap concerns the hourly pay of all men who work in a company compared to the hourly pay of all women who work in the same company. It does not account for different types of jobs or levels of seniority.

What is equal pay?Equal pay is when a man and a woman are paid the same for doing the same or similar work. We take our moral and legal responsibilities on equal pay seriously, and conduct reviews regularly to ensure salary and bonus decisions are fair and gender neutral.

HOW WE CALCULATE THE MEAN DIFFERENCE MEAN HOURLY PAY GAP

=

THEDIFFERENCE

Median hourly pay

Highest hourly pay

Lowest hourly pay

Highest hourly pay

Lowest hourly pay

Median hourly payHOW WE

CALCULATE THE MEDIAN DIFFERENCE

MEDIAN HOURLY PAY GAP

Mean maleaverage pay

Mean femaleaverage pay

=

THEDIFFERENCE

No. of female employees

No. of male employees

Total salaries for females

Total salaries for males

Gender pay gapThere are two main reasons for the gender pay gap both across the financial services industry and at BNP Paribas Securities Services:

£There are more men than women in senior positions.£The higher salaries that senior roles attract, relative to other positions, significantly increases the average male pay both in the market and at BNP Paribas Securities Services.

Gender bonus gapOverall, we have higher mean and median bonus gaps than hourly pay gaps. This is because:

£Bonus amounts tend to increase with seniority and we currently have more men than women in senior roles and roles which typically attract larger bonus opportunities. £More of our part-time employees are women. The calculation for the bonus gap does not account for bonuses being pro-rated for part-time employees.

Our median hourly pay gap

29%

2017 2018

Our mean hourly pay gap

2017 2018

Our median bonus gap

41.7%

2017 2018

Our mean bonus gap

2017 2018

RESULTSGENDER PAY GAP

GENDER BONUS GAP

26.1%22.9%

54.3%45.6%

24.1%

50%

RESULTSPROPORTION OF EACH GENDER RECEIVING A BONUS

DECLARATIONI confirm the information and data reported is accurate as of the snapshot date 5 April 2018.

Patrick Hayes Regional Head UK, Ireland, Channel Islands, Middle East & South Africa

UpperUpper middleLower middle

Lower

UpperUpper middleLower middle

Lower

31

26

69

74

45

42

55

58

55

54

45

46

60

61

40

39

2017

2018

WOMEN MEN

Population by quartile Pay quartiles are calculated by ranking the hourly pay of all staff, then splitting the range into four equal quartiles and calculating the proportion of men and women in each quartile. The higher proportion of men in the upper quartiles reflects the fact that there are more men than women in senior positions, front-office and technical roles, which attract higher rates of pay.

Women receiving a bonus

2017 2018

88.6% 82.4%

Men receiving a bonus

2017 2018

89% 82.8%

£ Intensified our support of working parents through implementation of an enhanced Shared Parental Leave policy and regular events conducted by our Parents and Carers Network.

£ Launched our new internal recruitment and personal development functionality to support all our employees in developing their skillset and their careers within the organisation in a more bespoke way.

£ Promoting greater gender balance on our management development programmes.

£ Providing Agile Working training for managers to support new ways of working.

£ Ensured equal gender representation for entry-level positions.

£ Established an Equality Board to understand and address issues affecting men and women’s experiences in each department.

£ Successfully launched a returnship programme to help mid and senior-level professional women re-enter the workforce.

£ Collaborating with both internal and external partners to diversify our recruitment pipelines and support us in having gender-balanced shortlists.

Recruitment£ Agreed a target of 30% women in senior roles by the

end of 2023 as part of our Women in Finance Charter commitments.

£ Implementing strong female participation on our Learning & Development programmes.

£ Conducting Career Roundtable events and 1-2-1 surgeries hosted by senior staff members to share experiences on career management.

Career Culture

£ Fully embed an agile working environment to enable employees to have greater flexibility to manage their work and family lives.

£ Showcase success stories of agile working, Shared Parental Leave, and career mobility to encourage greater participation.

£ Complete a review to ensure gender neutral job descriptions and job advertisements.

£ Mandate a balanced panel for all interviews.£ Ensure all hiring managers are trained to identify

and eliminate bias from the interview and selection process.

£ Commit to interviewing at least one woman for each position, or having a valid reason why not.

£ Launch of a BNP Paribas Securities Services Talent Programme with gender balanced attendance.

£ Identify mentors within the business that can actively support women in their career development.

£ Ensure females are on each succession plan and for every senior position we have at least 1 female captured. All must have stretch development plans in place.

WHAT ARE WE ALREADY DOING TO ADDRESS THE GENDER PAY GAP?

WHAT’S PLANNED TO ADDRESS THE GENDER PAY GAP?