Air France-KLM Board of Directors
Creating a feeling of belonging for all our staff through our words and actions
Everywhere in the world, in all our professions, our 73,000 people embody, on a daily basis, the values of openness and diversity which constitute our DNA and those of our brands. We have never disregarded our differences: on the contrary, we are proud of them and encourage them. Thus, if 97,7% of our employees work in France or in the Netherlands.
The Group’s commitment and actions are recognized by employees, with Air France having retained a Glassdoor score of 4.1/5 and having being recommended by them for its diversity and inclusion policy, and its culture and values.
Air France-KLM firmly believes that an effective policy of diversity and inclusion is key to the well-being of employees within the company, and has a positive impact on the performance of the organization. The Group is thus committed to combatting all forms of discrimination and promoting equal opportunity.
The professional integration of young people and recruitment of persons with disabilities are also part of our daily priorities.
To exit stronger from the crisis, in 2021 the Group launched an internal evaluation to analyse its Diversity & Inclusion (D&I). On this basis, we plan to build a future action plan to encourage an ever-more-inclusive culture and leadership, and reinforce our measures to combat all forms of discrimination and inequality, in aspects like representation, inclusion and equity, as well as to ensure the objective measurement of our progress and prioritize decentralized activation based on specific needs.
Air France-KLM has set itself a long-term objective of reaching parity between men and women within the Group Executive Committee and within the top 10% highest levels of management.
Medium-term targets of a minimum of 40% women within the Group Executive Committee and 40% of the top 10% management level positions to be held by women by 2030 were also set by the Air France-KLM Board of Directors in 2020. Concretely, in the event of the recruitment and/or appointment of new members with equal skills, expertise and management qualities, preference is given to female candidates.
Air France-KLM Board of Directors
Air France-KLM Executive Committee
of women in the Group’s total employees
Air France–KLM considers gender diversity representation from multiple angles of view including the function : percentage of female in revenue-generating function reaches 46.3%.
of women in management functions, at all levels
of women in junior management functions
of women amongst the pilots exercising managerial functions
of women amongst cabin crew exercising managerial functions
In all the Group’s companies, initiatives in favor of Diversity & Inclusion are deployed to give our Corporate strategy a tangible form.
In March 2019, the KLM President & CEO signed the Talent to the Top Charter, a manifesto aimed at increasing the number of women in management positions. Every year, the progress is tracked based on six criteria: Leadership, Strategy and Interventions, HR Management, Communication, Knowledge and Skills, and Work Climate. The evaluation remained stable on these six criteria in 2021 despite the crisis.
In 2022, 40 participants benefited from the “Femmes de Talent” coaching program.
Air France has also pursued its awareness-raising and prevention of sexism and sexual harassment actions. In June 2021, all the members of the Executive Committee signed the Stop Sexism commitment.
In November 2022, a booklet on “Preventing and Acting against Violence and Sexual and Moral Harassment at Work” was rolled-out after the zero-tolerance principle was reaffirmed by the Air France Executive Committee.
In 2022, Air-France KLM started work on building Diversity & Inclusion governance, with the appointment of a Group D&I Officer.
In March 2022, Air France signed a charter of commitment with other companies in the aviation and aeronautics sector “Féminisons les métiers de l’aéronautique et du spatial”
The airline prioritizes suppliers who employ persons with disabilities (more than €13.5 million of procurement was made from companies and organizations in the protected and adapted sector in 2022).
The 2021-23 Disability Agreement was signed in January 2021. Through this 11th Agreement, Air France reaffirmed its desire to continue an ambitious policy by maintaining the recruitment of people with disabilities and by pursuing actions in favor of maintained employment (the employment rate of workers with disabilities reached 5.57% in 2021).
For the fourth year running, Air France took part in the DuoDay (six events in digital form and one in a face-to-face setting) and organized remote internships for school children with disabilities. During European Week for the Employment of People with Disabilities, Anne Rigail, Chief Executive Officer of Air France, reaffirmed the airline’s commitment to the inclusion of employees with disabilities.
KLM continues to offer guaranteed employment for employees with an incapacity level of below 35%, which is reflected either by maintained employment within KLM or help with finding another job. KLM offers protection against redundancy to employees whose disabilities prevent them from working and who are five years before the legal retirement age.
The Air France-KLM Group has a long history of engagement with the LGBTIQ+ community which finds its concrete manifestation in powerful initiatives within the different airlines.
Respectively in 2019 and 2021, Air France and KLM signed the association L’Autre Cercle’s LGBT+ Commitment Charter and the Amsterdam Workplace Pride Declaration. The latter aim to develop a working environment in which openness and equality are fundamental, and where there exists an explicit awareness of diversity, inclusion and the LGBTIQ+ community.
Since 2020, KLM has deployed the “Inclusive Ally” program, aimed at recognizing colleagues who demonstrate innovative and inclusive behavior. This initiative drives culture change and is in line with the People Sustainability strategy. During the annual Workplace Pride Leadership Gala, individuals and organizations that have made an exceptional contribution to the acceptance of LGBTIQ+ colleagues in the workplace are recognized.
Furthermore, in 2021, KLM led a Pride “road show” involving colleagues discussing D&I at different KLM locations, with a particular focus on transgender. 2021 also saw KLM participate for the fourth time in the Workplace Pride Global Benchmark, whose report showed an increase in the commitment and representation of the LGBTIQ+ community within the airline.
KLM has been a member of Workplace Pride for eleven years and obtained “Ambassador” status in the Global Benchmark in 2022: the Company is officially considered to be a frontrunner in LGBTIQ+ diversity and inclusion.
Air France–KLM launches a global Equity Pay analysis and started with Non-Management population. The Gender pay Gap is measured at 1.3% for Ground staff, whereas it stands at 1.1% and 2.8% respectively for Cabin and Cockpit Crew mainly due to seniority (years of service) difference.
Voluntary employee turnover : proportion of employees who voluntarily left the group (retirement included), expressed as percentage of employees
Total employee turnover (outgoing): proportion of employees who left the Group, expressed as percentage of employees (leave without pay excluded)
After having implemented emergency measures via a hiring freeze for external staff at the height of the Covid19 public health crisis, the context was to prove very different in 2022 with a steep rampup in air operations activity during a period of high inflation within a tight labor market. Air France – KLM anticipated the strong summer demand and the business recovery by preparing for both seasonal and longer term recruitment as of the end of 2021. Seasonal recruitment covered mainly ground staff and cabin crew. In parallel, there was intense internal mobility consistent with its level of before the Covid19 crisis. The percentage of employees hired internally dropped from 75% to 45% (in 2021 and 2022 respectively), linked to the ramp-up of activity that came with the need for an additional workforce.
The Company pays specific attention to employability and career path of all employees and makes sure training is offered to all staff categories. Example of training coverage at Air France :