An equal pay policy
Air France favours equal pay between men and women. Since 2008, the company has undertaken wage catch-up measures to reduce the pay gap between men and women within the company (for comparable work, seniority and skills).
Within the framework of the 5th three-year agreement signed with social partners on gender equality in the workplace, the company has undertaken a more ambitious commitment to significantly reduce the number of women concerned by these wage gaps by the end of the agreement (2021). We expect to meet this target.
A score of 94/100 for the gender equality index
On 1st March 2020, in line with its legal obligations, Air France published for the 2nd year running its index for professional equality between men and women. The company obtained a score of 94/100, up 5 points compared to last year, with the minimum threshold set by the government being 75/100. This index is based on 5 criteria – difference in pay, difference in individual pay rises, difference in promotions, pay rises in the year of their return from maternity leave, and number of men/women in the 10 highest wage brackets. This result reflects the commitment and work of all Air France staff to achieve true professional equality and is an encouragement to continue these efforts.
The Air France group’s women’s network celebrates its 2nd anniversary
Women for Tomorrow (WoTo) was the brainchild of several women in the company who wanted to create a place for exchange, with meetings, debates, workshops, etc. to promote women in the company and strengthen gender diversity. To date, the network has 500 members and is developing at the different Air France sites.
Promoting an inclusive workplace and putting an end to sexism
In society and in companies, while there has been real progress in terms of professional equality, gender stereotypes persist. This is one of the priority focus areas for Air France. As such, Air France has signed the Diversity Charter and in 2018, Air France joined some 30 major French companies in the #StOpE initiative, supported by the government. Since March 2019, under the new law concerning the “Freedom to choose one’s future career”, correspondents in charge of fighting sexual harassment and offensive sexist behaviour and remarks have been appointed in each division to listen to and support staff in their actions. The names and contact details of these correspondents are displayed in the workplace and on Intralignes.
In 2020, the company has undertaken to renegotiate the harassment charter, intending to gear it more globally towards preventing rude or offensive remarks, acts of violence and harassment in the workplace.
Feminizing so-called male-dominated professions
At Air France, women are also pilots, engineers, general managers, mechanics, and hold many other positions still too often associated with men. The feminisation of professions is a fundamental aspect of professional equality and Air France promotes access for women to all professions and encourages girls to follow these professional paths. Air France promotes women in technical professions, in particular as part of the "Feminizing Airline Professions" event that has been running for several years during the Paris Air Show. Since 2017, Air France has also been a partner of the "Elles bougent" (Girls on the move) association to promote diversity at the career guidance stage. More than 60 female sponsors are involved, particularly in the fields of aeronautical maintenance, IT and digital technology, to take part in various actions with secondary school girls and students and inspire them for the future.
Female leadership
The feminisation of professions also requires women to have access to the highest levels of responsibility in the company. In order to promote their career progress, the company organizes coaching and support actions through its Women of Talent programme. Since 2015, 150 women have followed this programme. With 36.1% of female managers for ground staff, 55.5% of women on the Board of Directors and 30.8% of women on the Executive Committee, Air France aims to achieve real gender diversity in positions of responsibility, giving priority to skills.
Reinforcing measures in support of staff who are parents
Specific training to support staff returning to work after a maternity and/or parental leave has been in place since 2016, and aims to encourage a smooth return to work promoting a healthy work-family life balance. As part of an on-going improvement process, the subject of working parents will be discussed during the negotiation of the future gender equality agreement, notably concerning the new forms of parenting.
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