Arval is aligned with BNP Paribas in its commitment to creating and sustaining an inclusive, safe and inspirational work environment for all its employees worldwide through a robust social framework. Social Agreement Agreement on the fundamental rights and global social floor of the BNP Paribas Group ( Global Agreement ) Updated in November 2024, this new agreement renews and strengthens the initial one signed in 2018 with UNI Global UNION. It reinforces the social commitments for all BNP Paribas Group’s employees, including those at Arval, ensuring better alignment with evolving contexts and emerging challenges. DE&I charter Arval diversity, equity & inclusion commitments charter This charter, signed by members of the Arval Executive Committee members in 2023, aims to drive positive change and ensure that Arval’s actions align with its commitments to gender equity, inclusion of people with disabilities, promotion of multiculturalism, equal treatment regardless of gender diversity or sexual orientation, and the encouragement of intergenerational relations. I ETHICS & INCLUSION Anchoring a culture of ethics & inclusion in our actions + See more + See more + See more + See more 99% have completed the «Recruiting without discriminating» module, which tackles unconscious biases and stereotypes in recruitment by the end of 2024. of Arval’s top managers Since 2021, 51% of the women who participated in Arval’s Women in Action programme have experienced internal mobility or a promotion. 8 employee networks to drive inclusion through connection Arval promotes a culture of diversity, equality and inclusion throughout the employee journey: Ensuring an ethical and respectful workplace Arval’s approach to ensure a safe, respectful, and supportive work environment for all employees. + Read more + Read more + Read more + Read more • “Beginning your Journey” - Ensuring fair recruitment. • “Moving on with your career” - Giving everyone the keys to professional fulfillment and achieving their goals. • “Being fairly recognized” - Maintaining fair and equitable compensation conditions. • “Growing with us” – Empowering every employee to reach their full potential by providing equal development opportunities for all. (1) The areas covered by the «Respect for Persons» focus on acts contrary to the principle of non-discrimination, acts constituting moral or sexual harassment, sexist acts, sexual touching, rape, assault, and non-compliance with safety rules. (2) The adequate wage is calculated on a basis covering approximately 96% of the Group’s employees. The remuneration considered concerns the fixed remuneration (3) Information Technology Promoting a diverse, inclusive and non-discriminatory culture throughout the employee journey «Beginning your Journey» «Moving on with your career» «Being fairly recognised» «Growing with us» “Beginning your Journey” Ensuring fair recruitment Through its social framework, Arval, in alignment with BNP Paribas, is committed to ensuring a fair recruitment process by providing equal opportunities for all candidates. This commitment includes applying non-discriminatory criteria during job offers, using identical criteria during the selection process, and equal pay at the point of hiring. • Special attention is given to improving gender balance, particularly in traditionally male-dominated fields such as IT3, through initiatives as “Women in IT”. This BNP Paribas programme, which applies to Arval, is designed to attract women candidates to IT roles and support their integration and career development within the Group. • In parallel, Arval supports age diversity by investing in early career development offering suitable job opportunities and targeted programmes for young people. In 2024, more than 800 employees under the age of 30, in all contract types, were recruited worldwide at Arval. “Moving on with your career” Giving everyone the keys to professional fulfilment and achieving their goals • Arval is committed to ensuring that every employee, everywhere, receives equal treatment and is provided with the tools and opportunities needed to foster an inclusive and empowering workplace. • At Arval, employees actively contribute to building a diverse, equal and inclusive culture by participating in initiatives such as the Inclusion Days. The third edition took place in June 2024, with opportunities for open dialogue and collaborative workshops. This successful initiative is also supported by Arval’s Diversity, Equity & Inclusion community, made up of representatives from Arval entities worldwide. Acting to include people with disabilities: • At the end of 2024, 90% of Arval’s entities with more than 100 employees have taken a commitment as regards to disability which are aligned with the International Labour Organisation (ILO) Standards. • The Tilia programme, deployed in Arval France, supports employees who are caregivers through a mobile application providing various services and personal assistants. In 2024, the programme achieved a 92% satisfaction rate, highlighting time savings, reduced stress, and a feeling of being less alone. “Being fairly recognised” Maintaining fair and equitable compensation conditions Arval’s remuneration policy is based on principles of equity and transparency, with a single annual review process for all employees. In line with the new commitment made in the November 2024 Global Agreement, 100% of BNP Paribas Group’s employees, including at Arval, receive an adequate wage2. The Group defines this as a salary level sufficient to cover the basic needs of an employee and their family, particularly in terms of housing, food, health, education, transport, means of communication, and precautionary savings. The adequate wage is determined using data from a recognised organisation in this field: the Fair Wage Network. Arval is committed to maintaining a remuneration and promotion system that values every employee equally. With an emphasis on gender equity, Arval is actively working to eliminate bias and to build a more inclusive and balanced leadership, with the objective of having 35% of women in Senior Management Positions by 2026. “Growing with us” Empowering every employee to reach their full potential by providing equal development opportunities for all Arval is committed to ensuring equal access to training and growth opportunities for all its employees. All staff have the same access to high-quality training through e-learning platforms and mandatory modules. In addition, Arval supports career development for every employee, regardless of their role or background, through targeted programmes—such as leadership initiatives for women and development tracks for high-potential talents - ensuring that everyone has the tools to grow and succeed. Ensuring an ethical and respectful workplace • Protection & Remediation Measures Arval has established an ethics whistleblowing system, governed by a BNP Paribas Group’s procedure, providing a secure and confidential platform for employees and external third parties. This system allows individuals to report any unethical behaviour including cases of discrimination and moral or sexual harassment. In each country, selected employees from local Human Resources and Compliance, known as “Conduct Referents”, are responsible for managing all stages of the process when an alert is received in their entity or region. They coordinate the appropriate parties, ensure confidentiality and impartiality, and highlight key vigilance points. At the end of 2024, 39 complaints were filed in Arval concerning social issues related to «Respect for People1» and processed by Arval’s Human Resources Conduct referents. • Listening & Support measuresEvery two years, BNP Paribas Group performs a “Conduct & Inclusion” survey among all employees, including Arval, to gather valuable feedback. This helps Arval’s management assess and improve trust in the whistleblowing system. In 2023, 92% of respondents reported having «a good knowledge» of the channels available to raise alerts. • Prevention measures All Arval employees are made aware of the Code of Conduct and the whistleblowing system as part of the mandatory Conduct Journey training. Since 2021, 51% of the women who participated in Arval’s Women in Action programme have experienced internal mobility or a promotion. The Women in Action programme was launched in December 2020 to address gender imbalances, particularly in leadership and technical roles, and to support the growth of high-potential women across the organisation. The initiative is structured around three core objectives: 1. Empowering women through leadership development and personalised support, 2. Raising the visibility of female talent to ensure equal access to career opportunities, 3. Building a community that encourages peer learning, mentorship, and shared experiences. To achieve these goals, Women in Action offers a combination of leadership training, one-on-one mentoring and coaching, strategic project work, and direct engagement with senior leaders. Participants are encouraged to develop new skills, build confidence, and expand their internal networks, increasing their readiness for broader responsibilities within the company. Since its launch, 69 employees have participated in the Women in Action programme which has led to tangible progress. Many women have taken on new roles or expanded their responsibilities, while the organisation benefits from a more inclusive and supportive environment. 8 employee networks to drive inclusion through connection BNP Paribas and Arval’s internal employee networks actively promote diversity, inclusion and social well-being by offering spaces for transversal and informal exchanges. These networks act as information relays and sources of innovation. • Ability facilitates cooperation, emulation and solidarity around the topic of disability in the workplace and private life. • Afrinity celebrates common affinities with the African continent. • All abroad facilitates the inclusion and daily life of international employees in the Parisian area. • Cultur’all aims to raise employee awareness about discrimination and barriers affecting employees of ethnocultural diversity. • Latamigos aims to promote ethnocultural diversity and contribute to the professional development of its members, open to all employees interested in Latin American countries. • Mixcity strives to promote gender equality in the workplace. • Pride supports the BNP Paribas LGBT+ community and its allies in the workplace. • We generations contribues to increase exchanges between young people and seniors.