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Home > The Group > The RATP group > The Group's men & women

Job appeal, ethics and social dialogue

Our conviction: social performance and economic performance go hand in hand.

Recruitment and training

formation_300The RATP Group implements recruitment, training and career development programmes that respond to the changing needs of the Group and its employees. Thanks to its development in France and internationally, the Group was able to welcome 4,300 new employees in 2014. Employment can be broken down as follows: 1,500 for the subsidiaries and 2,800 for RATP as an Industrial and commercial public undertaking (EPIC), of which 2,200 were regular hires and 600 CAE subsidised job contracts. 800 EPIC employees benefit from government-subsidised job contracts.

By updating skills and identifying those that are vital for the Group’s development, and by acting on behalf of job insertion, training is one way that the Group develops its social, human and economic performance over the long term.

Diversity and the insertion of persons with disabilities

The entire Group is implicated in favour of the employment and insertion of persons with disabilities. Over the past three years, some one hundred persons with disabilities have been recruited in the Île-de-France region.

Gender equality

Actions have been taken to favour gender equality and to increase the number of women in the work force, to combat stereotypes, and to promote equal working conditions in our different business lines, including network operations, in both the Île-de-France and other regions.

Social dialogue

formationjeunes2For issues at risk of becoming a point of contention, the social warning system allows one or several unions to examine the matter in conjunction with the implicated management team within five days. Results for the Île-de-France region: only 6 % of social warnings filed were followed by a strike notice in 2014. The labour unrest rate is roughly 0.42 strike days per employee.

This system is being developed within subsidiaries in France (in Bourges, and in the Vexin area, for example) as well as in the UK, where the Metrolink subsidiaries in Manchester and Selwyns and Epsom Coaches in London have set up procedures for the preventative settlement of complaints.