Aéroports de Paris - 2019 Universal registration document
OPERATIONS WITH RELATED PARTIES
SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY INFORMATION
PROFIT FORECASTS
ADMINISTRATION AND EXECUTIVE MANAGEMENT BODIES
COMPENSATION AND BENEFITS OF CORPORATE OFFICERS
FUNCTIONING OF THE BOARD OF DIRECTORS AND MANAGEMENT BODIES
MAIN SHAREHOLDERS
FINANCIAL INFORMATION ON THE ASSETS, FINANCIAL POSITION AND CONSOLIDATED FINANCIAL STATEMENTS AT 31 DECEMBER 2019
ADDITIONAL INFORMATION ON THE SHARE CAPITAL AND PROVISIONS OF THE ARTICLES OF ASSOCIATION
MATERIAL CONTRACTS
Objectives (for the duration of the agreement)
2019
2017
2018
2017-2019 Commitments
Percentage of women on apprenticeship and professional training contracts Gender equality for appointments to the Graduate Programme/ percentage of women Process all requests for salary adjustments/number of requests and adjustments
40%
40% 47% 7/15 100% (11/7) 39.2% 36.6%
41%
34.0%
71% 10/14 100% (16/3) 43.6% 36.8%
32% 6/19
50%
100% (18/4) 42.4% 37.3%
100% 40% 40%
Percentage of female within promotions
Percentage of women in executive positions at end-2019
No recruitment objectives have been set out. However, measures have been developed to improve working conditions, prevent difficult working conditions, anticipate career changes, develop skills and access to training, as well as end-of-career management (interviews, aid for the purchase of insurance quarters and part-time hours). The transfer of knowledge and skills is supervised. A system of “transmitters” – 47 senior employees, mainly working in technical roles – was conclusively trialled in 2019. The skills-based sponsorship set out in this agreement is being rolled out. Five employees were benefiting from this scheme at the end of 2019. Lastly, at 31 December 2019, 24 employees were benefiting from end- of-career part-time hours. Two staff members received aid from Aéroports de Paris to finance the purchase of insurance quarters. For ADP Ingénierie, the “generation contract” agreement covers the period 2017-2019. Employment of young people Provisions relating to the employment of young people have been incorporated within the collective agreement of 16 January 2019 on GPEC, notably including a target of 35% of new recruits to be young people on permanent contracts. The Company has also reaffirmed its desire to use work/study programmes as a preferred means of bringing young people on permanent contracts into the Company, in line with the needs identified.
Pursuant to the law of 5 September 2018 on the freedom to choose one’s professional future, Aéroports de Paris SA has published its score of 89/100 (average for companies with over 1,000 employees: 83). A new agreement covering the period 2020-2022 was signed on 18 November 2019. For Hub One, a new three-year agreement was signed on 23 December 2019. An agreement is currently in negotiation for ADP Ingénierie. In 2016, TAV Airports committed to complying with the Women’s Empowerment Principles (WEP). Since then, to promote diversity in the workplace, all HR processes have been assessed and certified in accordance with the equal opportunities model developed by the Women Entrepreneurs Association of Turkey (KAGIDER). Moreover, TAV Airports is one of the founding members of the Women in Technology Association (Wtech) launched on 31 January 2019 to increase the number of women working in the technology sector, enabling them to discover their individual potential and equal opportunities in the world of science and technology. Retention of seniors in employment Provisions relating to the employment of seniors have been incorporated in the collective agreement of 19 January 2019 on GPEC (Human Resources and skills management planning).
15
Objectives (for the duration of the
agreement) 2019 Results
2019-2021 Commitments
35% 30% 3.2%
Percentage of young employees among permanent recruits
46%
Percentage of people on work/study contracts among permanent recruits to maintenance positions
15%
Rate of employment of people on work/study contracts
3.4%
On-boarding programmes and tutors have been put in place, with a particular focus on their training. Lastly, the agreement includes provisions to assist these people with access to housing (help in the search for social housing, Mobili Pass, Loca pass and Mobili jeune) and their mobility (provision of vehicles in conjunction with the Papa Charlie association). For ADP Ingénierie, the “generation contract” agreement covers the period 2017-2019.
2019
Aéroports de Paris SA workforce breakdown
2018
Under 25 years old 25 to 49 years old
1%
1%
50% 43%
53% 43%
From 50 to 60 years old
Over 60 years old
6%
3%
153
AÉROPORTS DE PARIS ® UNIVERSAL REGISTRATION DOCUMENT 2019
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