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Equal opportunities and diversity
Three main principles lie behind the RATP group's human resources policy: equal opportunities, openness and solidarity. Promoting equal opportunities and cultural diversity strengthens the Company's cohesion, collective performance and attractiveness. Open to the city, the RATP group intends to replicate the image of the territories that it serves. Its values reflect the diversity of its customers. The operational management is trained to manage this diversity. Internal mobility seeks to promote gender equality in the Group's various departments and professions.
A long-standing policy
- 2004, RATP signed the Diversity Charter
- 2007, RATP became the first public company to implement the "anonymous CV" measure, thus removing any form of exclusion criteria (the nationality clause for example) from its employment conditions.
Today, these values of openness, diversity and of combating all forms of discrimination are expressed through several commitments:
Gender equality: RATP is opposed to female employees suffering any career obstacles if they take maternity leave or adopt a child. The Company aims to progressively increase its percentage of female staff. Two professional categories are notably targeted by this measure: drivers (fewer than 10% were women in 2009) and maintenance (below 5%).
Workforce entry for young persons in difficulty: RATP carries out an active recruitment policy focused on so-called “urban policy” neighbourhoods. More than 60% of all employees hired in the Paris region come from municipalities whose territory includes neighbourhoods classified as ZUS (Sensitive Urban Zones). RATP is also pursuing a workforce entry policy for young people between the ages of 16 and 26 with little or no formal education. To this end, it offers training programmes culminating in qualifications or diplomas. These young people represent around 10% of all staff recruited in Île-de-France.
Supporting older workers: The RATP group is developing professional career paths to optimise the second half of its employees' careers. It is setting up systematic reviews aimed at developing mentoring and expertise functions according to needs and sectors.
Recruitment: a two-fold challenge
The RATP group faces a dual recruitment challenge:
- One-third of its operatives and nearly half of all supervisors and managers will have retired by the year 2016.
- The Group needs to build up its teams to sustain growth in France and abroad.
An engineer recruitment policy: RATP needs men and women who are equipped with know-how, are highly competent in their technical and scientific fields, are motivated by team building, have a sense of responsibility and the drive to carry out major projects, are proactive and capable of innovating, who strive for high-performance and are sensitive to the needs to adhere to budgets and deadlines.
The Group's human resources master plan has three aims:
- to preserve and maintain the RATP group's critical skills and expertise by anticipating staff departures and transfers;
- to create real professional career paths for employees and develop skills that will improve the Company's performance;
- to increase the RATP group's attractiveness.
