Why Air France ?

For 2022, Air France publishes an index of 89 out of 100

Details of the 2022 Index

Indicator 1 measuring the gender pay gap: 39/40
Indicator 2 measuring the gap in the rate of individual increases (excluding promotions) between men and women: 20/20

Indicator 3 measuring the gap in promotion rates between men and women: 15/15
Indicator 4 measuring the percentage of female employees who received a raise within one year of returning from maternity leave: 15/15

Indicator 5 measuring the number of employees of the under-represented gender among the 10 highest paid employees: 0/10

Created in 2018, Women for Tomorrow, a network for the women of Air France, organizes meetings, debates, workshops and networking events. It aims to raise awareness about gender equality issues and boost women’s professional development. 

With the association “Elles bougent”, Air France women mentors, mainly from the industrial division and the IT division, work to encourage young girls to enter technical and engineering professions by promoting their line of work and sharing their experiences.   

Air France also participates in the “Féminisons les métiers de l’aérien” campaign at le Bourget international air show, aimed at promoting women’s access to technical aeronautics professions.  

To enable staff with a disability to carry out their duties in the best conditions, special arrangements are made to the workplace (ergonomic chairs, keyboards, special lighting, adjustable workstations, etc.) and transport assistance and adapted work schedules can also be arranged.

Air France works closely with companies in the protected and adapted sector. Some fifty companies in this sector work with the company every year. They enable people with a disability who are unable to work in an ordinary work environment to have a professional activity.

People with disabilities are recruited in practically all the company’s departments and employment categories. In the recruitment of employees with disabilities, special care is taken to ensure that the selection criteria is adapted to guarantee them equal opportunities (sign language interpreter, part-time contracts, etc.)

Our partners – Air France subsidiary, SODESI supports individuals and groups in creating employment and professional mobility solutions (assessments, training, support with company creation, etc.) within local neighbourhoods. The CFA Apprentice Training Centre for Careers in Aviation trains apprentices for companies in the sector, including Air France. The association JEREMY promotes the integration of young local people (without qualifications or a job) at risk of not finding employment, by providing them training courses for airport jobs. LE CLUB DES ACTEURS DU GRAND ROISSY, an association of social, economic and political players in the Roissy area. 

Every year, our partner association Air Emploi, provides information about jobs and training in aviation to some 500 French middle and high school students.

Air France is a founding member of the Tous en stage association, which aims to give young people from disadvantaged areas a first experience in the world of work. This scheme is shared with other companies to give these young people a more global vision of professional opportunities. 90 young middle and high school students were offered a work experience placement in 2018, including students with disabilities. 

With its Personn’Ailes LGBT association, Air France has been taking part in the LGBT Pride March in Paris for several years.

On May 17, for the International Day against Homophobia and Transphobia, Air France organized a ‘Rainbow Morning’, to exchange and share ideas and experiences, in the presence of several associations and with the exceptional participation of Muriel Robin, sponsor of the association ‘Le Refuge’.

On this occasion, Air France CEO Anne Rigail signed the association l'Autre Cercle’s LGBT+ commitment charter, which fights against discrimination linked to sexual orientation and gender identity to ensure respect for everyone.

On the agenda this morning, several round table discussions on the actions of associations against homophobia, in the presence of the associations ‘Inter-LGBT’ and ‘SOS Homophobie’; on actions carried out within companies, with the Air France LGBT association ‘Personn'Ailes’, the Air France Diversity Association and the Homoboulot Association; on the theme "accompanying young people and families", with the associations ‘Le Refuge’, ‘Contact’ and the crew of the special LGBT friendly flights on June 28 and 30 to and from San Francisco.

Air France, aware of its social and societal responsibility, affirms its commitment to ensuring that only skills matter in the workplace: fighting all forms of discrimination is essential to progress and to promote equality, respect and tolerance.

The “red ribbon” event – on World AIDS Day, staff are allowed to wear the red ribbon badge on their uniform and donations are collected.

The Developing Innovation Programme is a powerful tool for the airline and its employees, enabling staff to suggest innovative ideas by participating in the everyday affairs and transformation of the airline. Air France's management believes this reflects its desire to listen, value suggestions and put them into practice. For everyone involved, this drive creates shared progress and trust.

With over 220 professions in three key businesses (passenger traffic, cargo traffic and aeronautical maintenance) and an international scope, joining Air France is about more than starting a new job: it means entering a vast realm of possibilities for your career path and experiences.

To help you construct and implement your career path:

- An internal electronic job board provides access to all vacancies within the airline

- You can complete your Individual Profile - a kind of Air France "LinkedIn" page - to promote yourself to managers who are recruiting

- A "Mobility Space" and "Mobility Kiosks" provide information and advice

- Job forums, "job dates" and career development interviews with your manager take place during the year to help you construct your career path

The vast majority of our employees take on new roles every three to four years, thereby gaining experience and enriching their skills. 

The highly operational nature of Air France's businesses provides rapid access to team management opportunities, for example within airport activities (in dealings with our customers, on the ramp or in support functions) and in aircraft maintenance. 

External mobility can also be supported, for example with the introduction of the "Secure Voluntary Mobility" initiative.

The Manager Cafés are inspiration sessions attended by writers, university professors, consultants and business leaders on themes such as management, innovation, quality of working life and the digital transformation. They enable Air France KLM managers to attend weekly conferences that support their professional and personal growth. 

Other dynamic, fun and innovative training initiatives are provided: 

• On the airline's intranet, with push training sessions and the "Mylearning" personalised platforms
• On-site or remotely, with group or individual training sessions
• In serious games, MOOCs, Cinema MOOCs, learning expeditions, discovery days and discovery trips
• On the corporate social network, with sharing communities 
• As part of internal qualification training

Our training schools:

•  "Le Campus", a company-wide training centre (nearly 300 training offers listed in the catalogue, 35,000 trainees and 200,000 hours of training per year)
• 5 "profession" training schools: Ground Operations Training School, the Sales & Development Academy, the Freight School, the Industrial Training School and the In-Flight Service School.