Our ambition is to appeal to talent and to retain employees by enhancing their careers and skills. We want to promote everyone's employment and we provide attractive salary packages based on the company's performance.
Our 3 commitments
Being an attractive group
We aim on recruiting new talent and retaining employees through skills development and career progression. The multiple functions and workplaces we offer constitute a unique environment.
Actions to be an attractive employer
Provide a diversity of professions
by offering opportunities for mobility in France and abroad.
Enhance employment potential
by professional pathways and development of new skills.
Adapt our remuneration policy
by the competitivity of our verified and adjusted remuneration compared to the market.
Key figures
training hours in 2021 (ADP SA)
We focus on a real quality of life at work to ensure a better balance between private and professional life. Everything is done to support our employees in their daily lives to improve their performance and motivation.
Find out more about our HR policy
Actions to be a caring employer
Encourage well-being at work
by providing sports facilities and social areas at work.
Adjust attendance times
by using new ways of working, such as teleworking.
Offer a family policy
by giving employees priority access to inter-company nursery places.
Key figures
days on average per month of telework
nurseries available (2 at Paris-CDG and 1 at Paris-Orly)
We are committed in a concrete and ambitious way to encourage employment for all (young people, seniors, people with disabilities, etc.) and promote inclusion and diversity as well as gender equality *.
Find out more about our HR policy
* Gender Equality Index 2022
In conformity with the legal and legal obligations intended to eliminate pay gaps between women and men in the company, Aéroports de Paris S.A. has published its 2022 gender equality index for the year 2021 and has obtained a score of 88/100, presented as follows:
1. The gender pay gap, calculated on the basis of the average of women's pay compared to men's, by age group and by professional category (38 points out of 40).
2. The difference in the rate of individual pay rises between women and men (20 points out of 20).
3. The gap in promotion rates between women and men (15 out of 15 points).
4. The percentage of female employees who received an increase in the year following their return from maternity leave, where increases were given in their absence (15 out of 15 points).
5. The number of employees of the under-represented gender in the top ten highest paid (0 out of 10 points).
This result reflects the commitment and work carried out by all the teams to move towards true professional equality and is an encouragement for all to continue their efforts in this direction. It reflects the actions undertaken since 2003 and supported by the agreements relating to professional equality between women and men signed with the social partners since that date. Thus, in 2019, Aéroports de Paris SA signed its sixth three-year agreement on professional equality between women and men in the company. Beyond equal pay, which is a fundamental element of professional equality between women and men, Aéroports de Paris S.A. considers diversity to be a pillar of its HR policy and promotes feminisation as a factor of social progression and wealth. This commitment takes concrete form in particular through actions relating to the dynamic recruitment and promotion of women, and the mixing of professions. It concerns all levels of responsibility.
Actions to be a responsible employer
Promote diversity
by parity and inclusion on every level.
Facilitate job access
by apprenticeship and internships.
Support the integration of people with disabilities
by recruiting, by informing employees about disability issues.
Key figures
feminisation rate in 2021
of work-study students in 2021
employment rate of disabled people 2020
Find out about the other key aspects of the Pioneers For Trust 2025 strategy