2025 Pioneers for Trust - Employer

To be an attractive and responsible employer


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.

Find out more about our HR policy

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


+100
professions (ADP SA)
22 269
Groupe ADP employees
146 608
training hours in 2021 (ADP SA)



Being a caring group

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

9
intercompany restaurants
10
days on average per month of telework
3
nurseries available (2 at Paris-CDG and 1 at Paris-Orly)



Being a committed group

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

38%
feminisation rate in 2021
2,9%
of work-study students in 2021
7%
employment rate of disabled people 2020