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 2024 (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
(Gender Equality Index=89/100)*.
* Gender Equality Index 2025 = 89/100
In accordance with the legal and regulatory obligations aimed at eliminating the gender pay gap in companies, Aéroports de Paris S.A. published its 2025 gender equality index for the year 2024 and obtained a score of 89/100, presented as follows:
1. The pay gap between women and men, calculated from the average pay of women compared to that of men, by age group and socio-professional category (39 points out of 40);
2. The gap in the rate of individual pay increases between women and men (20 points out of 20);
3. The difference in the rate of promotion between women and men (15 points out of 15);
4. The percentage of employees who received a raise in the year following their return from maternity leave, if raises were given in their absence (15 points out of 15);
5. The number of employees of the under-represented gender among the ten highest earners (0 out of 10 points).
This result reflects the commitment and work carried out by all teams to strive towards true professional equality and is an encouragement for everyone to continue their efforts in this direction. It reflects the actions undertaken since 2003 and supported by the agreements on professional equality between women and men signed with the social partners since that date. Thus, Aéroports de Paris SA signed its seventh three-year agreement on professional equality between women and men in July 2023.
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 progress and wealth. This commitment is realised in particular through actions aimed at boosting the recruitment and promotion of women, and at promoting gender diversity in the workplace. 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
rate of feminisation of technical professions
gender equality in basic pay
Find out about the other key aspects of the Pioneers For Trust 2025 strategy