Diversity and equal opportunities

In 2013, Groupe ADP signed the diversity charter. Now, in 2017, the firm has signed its first company-level agreement on diversity. In this agreement, Groupe ADP not only underlines its value of equal treatment and opportunities, but also takes concrete measures in this field, particularly in recruitment, mobility, and training.

Mission handicap

Since 1991, Groupe ADP has undertaken to actively support employment of people with disabilities. Among French firms it is leading the way in this field.
By signing a ninth company-level agreement, Mission Handicap is upholding the group’s undertakings and taking action in recruitment, job retention, and awareness-raising within the firm. Moreover, Mission Handicap seeks to preserve the level it has achieved since 2014: a legal employment rate of 6%.

7.26%Employment rate in 2016.
The average among private French firms stands at 3.3%

Gender equality

Equality in the workplace and equal pay are a major area of focus for our HR policy. The proportion of women in the company has been increasing substantially for over 10 years, now reaching close to 40% of the entire workforce.

The signing of a third agreement is a testament to our will to pursue our efforts in this area. The agreement focuses on the mobilisation of stakeholders within the company, diversity, work/life balance and salary equality through equal pay.

Generation contract

Groupe ADP has introduced an action plan that meets the threefold objective set out in the “Generation Contract” improving access to permanent employment for young people, continuing the employment of senior employees and ensuring the transfer of knowledge and skills.

The purpose of this action plan for the generation contract is thus to acknowledge both the added value of each generation of employees and the wealth behind the intergenerational sharing of experience.

36%of young people into permanent positions
16%of seniors in the workforce

Solidarity for employment

Groupe ADP implements socially responsible HR practices that reflect its social priorities. For example:

• the company actively promotes the employment of young people and their access to qualifications, in particular through the creation of future employment opportunities through its Planèt’AIRport programme, it has made a long-term commitment to a strategic approach involving the employment of local residents;

• it organises “Discover the airport business” seminars for job-seekers

• it actively supports priority education networks through partnerships with neighbouring communities, namely by signing an agreement to help integrate young people into the working world via a work/study course at the Val-de-Marne Second Chance School.

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