Equal opportunity and diversity in the employment process are rooted in our Group’s fundamental values. In 2004, we signed the Diversity charter and have proceeded to remove all exclusionary criteria from our hiring conditions.
We have expressed our values of openness, diversity and rejection of all forms of discrimination through a series of commitments:
Helping disadvantaged youth enter the workforce
We enforce a policy that aims to help young adults between the ages of 16 and 26 to enter the workforce, regardless of their education level. In line with this policy, we offer training courses that lead to professional certifications or diplomas. Young adults in this category account for approximately 10% of staff recruited in the Île-de-France region.
Work-study policy
In 2025, RATP has once again set the goal of welcoming 1,000 apprenticeship contracts and 500 integration contracts.
Each year, the company hosts more than 1,000 apprentices and interns, including over 600 within its own Urban Sustainable Mobility Apprenticeship Training Center (CFA MUD), to support them in learning one of the Group's professions.
Since 2017, the apprenticeship centre has trained over 2,400 apprentices in 6 professions – bus drivers, traffic regulators, station reception staff, maintenance technicians, human resource officers and financial experts. The training offer was expanded in 2022 to include courses to train inspectors and security officers.
Gender equality
For many years, RATP has been committed to a policy promoting professional and pay equality between women and men, a commitment that has been embedded in its contractual policy since 2003.
This policy aims to continue increasing the representation of women in the company and to ensure fair treatment from recruitment throughout career progression. It guarantees equal access to all positions, mobility, training, and professional responsibilities. It also ensures equal pay principles and close monitoring of advancement measures, particularly for employees returning from maternity or adoption leave, those working part-time, or caregivers, to minimize any potential disparities.
Today, RATP has achieved a score of 95 out of 100 on the gender equality index for 2024.
RATP’s score is based on five key indicators:
- Elimination of pay gaps between women and men: 40 points out of 40
- Equal opportunities for salary increases: 20 points out of 20
- Equal opportunities for promotions: 15 points out of 15
- Salary increases for all employees returning from maternity or adoption leave, provided that raises were given in their absence: 15 points out of 15
- At least four women among the 10 highest salaries: 5 points out of 10
Since 2017, RATP has implemented the "RATP au féminin" program, which aims to promote gender diversity and inclusion within the Group. This initiative offers individual and group coaching to support women in leadership positions and help develop their leadership skills.
Gender representation at RATP in 2024 (Rixain Law indicators):
- Executive Committee: 48% women, 52% men
- Senior executives: 30% women, 70% men
Inclusion of people with disabilities
We have signed an agreement on the employment of workers with disabilities with labor unions. At the same time, we are implementing initiatives to support our employees affected by disabilities and help them remain in the workforce.
RATP pursues an active policy of inclusion and job retention for people with disabilities, in line with its human resources policy, which focuses on equal opportunities, combating discrimination, and promoting diversity. Partnerships with nonprofit organizations (such as ARPEJEH) and professional reintegration services enable us to expand initiatives that introduce people to RATP careers, including programs like DuoDay.
In 2024, RATP participated in 11 disability-focused job forums. As part of its 9th agreement in support of employing people with disabilities (2023-2025), RATP committed to recruiting more than 105 people with disabilities over three years, across all levels of education. To date, 103 hires have already been made, putting the company on track to exceed this goal.
Support for seniors
We develop career paths that optimise the second half of careers. We also set up systematic job assessments that aim to develop tutoring and knowledge sharing.
Interested in our careers?
Find out about the wide range of careers that RATP offers! Browse all our job vacancies here.
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