As a signatory of the United Nations Global Compact, Air France-KLM is committed to respecting the universal principles relating to the respect of human rights.

In The Air France-KLM Principles, the Group affirms its commitment to fostering a climate of trust and mutual respect in a working environment where no form of discrimination or harassment is tolerated. Various initiatives have been implemented at Air France and KLM to support this commitment.

Since our Group was created 17 years ago, it has been bringing together women and men, of all backgrounds and cultures. Every day, around the world and in all areas of our business, our 76,000 employees embody the values of inclusiveness and diversity. These values are in our DNA and in that of our airlines. They are a source of strength and pride.

L’investissement dans d’autres projets sur la connaissance et la conservation de la biodiversité contribue également à comprendre le dilemme associé aux services écosystémiques comme à la production des biocarburants durables. Si certains types de biocarburants destinés au transport routier peuvent avoir un impact négatif sur la biodiversité, le groupe Air France - KLM veut garantir l’utilisation de carburants aéronautiques durables qui ont l’impact le plus faible sur l’approvisionnement en nourriture, la biodiversité et un impact positif sur le développement local.


The Group has long been committed to gender diversity and equality between women and men. Aware of our role, we are committed to promoting professional equality within our teams, and strive to boost a positive dynamic in the areas where we operate.

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. In addition, medium-term targets of a minimum of 33% women within the Group Executive Committee and 40% of the top 10% management level positions to be held by women by 2030 have also been set by the Board of Directors in 2020.

Concretely, in the event of the recruitment and/or appointment of new members and candidates with equal skills, expertise and management qualities, preference is given to female candidates. An action plan has been deployed to accelerate the taking into account of female profiles at all levels of management.

In 2020, 30.8% of the members of the Group Executive Committee were women.

Every year, we monitored the key performance indicator at Air France-KLM : “% of women in managerial positions” In 2020, the rate of women in managerial positions increased for all categories of staff:

  • Women represent 34% in the top 10% management level positions for ground staff,
  • Women represent 5.7% of flight deck crew managerial functions,
  • Women represent 65.7% of cabin crew managerial functions.

Early 2020, KLM participated in the yearly monitor of Talent to the Top. Thanks to the efforts in 2019 the monitor shows an progression on 4 of the 6 criteria. 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. This Charter helps to bring the right focus to the company’s diversity policy and activate the right dialogue. The Charter contains guidelines and clear agreements that help KLM purposefully work towards durable and effective results. Every year KLM’s progress is monitored based on six criteria: Leadership, Strategy and Interventions, HR Management, Communication, Knowledge and Skills and Work Climate.

Air France published its index on professional equality between women and men in March 2020. With a score of 94/100 (increase of 5 points compared to 2018), Air France clearly exceeds the minimum threshold of 75/100 set by the government. This result reflects the commitment and work carried out by all Air France teams to achieve professional equality and is an encouragement to continue with efforts.

Professional and wage gender equality between women and men is a major business priority and an area in which the Group would like to make progress in terms of human resources management:

  • To encourage women to access the highest management positions, coaching and mentoring initiatives are in place to promote their career progression. In 2020, despite the unfolding public health crisis, the « Femmes de Talent » coaching program of Air France and the Female Leadership Program of KLM where maintained and adapted (digitalized content and optimized duration). Thanks to FNE financing fifty participants were able to benefit from this program within Air France. Within KLM 14 femaile leaders at top management level participated in the leadership program.
  • To ensure equal treatment, a series of male-female comparative indicators are tracked annually within the framework of an audit carried out within each division of the company (training, careers, vocational safety, and remuneration). Special wage equalization and equitable salary management measures are in place, together with an annual audit of male and female comparative remuneration.
  • Promotion of women’s access to all business activities
  • Creation of internal networks : « Women for Tomorrow (WoTo) » and « Women on Board », with the goal to:
    • reinforce the recognition of women within the Group,
    • encourage concrete steps towards gender diversity,
    • connect and inspire women from different divisions,
    • encourage personal development.

To promote inclusivity within the company and put an end to end to everyday sexism in the workplace, several actions have been taken :

  • An internal campaign “#Osonsledire” (#Let’ssayit) encouraged the employees to speak up and share the sexist remarks heard on daily basis.
  • Air France is a signatory of the Diversity Charter and is a member of 30 leading French companies under the #StOpE initiative, supported by the French government.
  • The Women on Board and the LGBTI Over the Rainbow networks continue to work closely with the D&I Circle. The focus of Over the Rainbow has been on increasing awareness and enhancing discussion. The Women on Board network organizes inspirational events giving women opportunities to connect and learn from each other. Despite the crisis, these internal networks, supporting the importance of Diversity & Inclusion for Women and LGBTI colleagues, were able to proceed with the organization of a number of events.


Air France-KLM strongly believes that a diverse and inclusive workforce has a positive impact on the performance of the organization and thus continues to support all forms of action to encourage equal opportunity, equality between men and women, LGBTI networks, the vocational integration of young people, the transmission of knowledge and skills, and the maintained employment and recruitment of persons with disabilities. The commitment to fostering equal opportunity applies to all recruitment and internal selection processes, as well as to professional development.

The Air France-KLM Group has a long history of proud engagement with the LGBT+ community. In 2019, Air France’s Chief Executive Officer, Anne Rigail, signed the association L’Autre Cercle’s LGBT+ commitment Charter. Furthermore, Air France also renewed its partnership with the Personn’ailes LGBT and Gay Friendly employee association, which takes part in the Paris Gay Pride.

KLM fully supports all activities of KLM’s LGBTI network Over the Rainbow. In 2020 KLM participated for the third time in the Work Place Pride Global benchmark, The report showed an increase in the commitment and representation of the LGBTI community within the airline. KLM’s LGBTI network is represented in the D&I circle of KLM, as well as Women on Board.

For Coming Out Day, an online session was jointly organized to boost dialogue and inspire others with personal stories and experiences. The stories are used as inspiration for other leaders to amplify the importance of an inclusive climate and leadership.


We have a proactive approach to help people with disabilities into work. In 2020, the Group employed 2,754 people with disabilities.

2020 was marked by the negotiation of the 2020-23 agreement on Disability, signed in January 2021. Through this eleventh agreement and despite the crisis, Air France reaffirmed its commitment to the ongoing recruitment of persons with disabilities by pursuing its actions on maintained employment, training and professional support via, in particular, coaching and co-development.

To maintain links with employees with disabilities within the context of the public health crisis, two questionnaires were sent to them in 2020 to gain feedback on their support needs and expectations.

Awareness-raising initiatives went ahead as planned, notably during European Disability Employment Week. For the second year running, Air France also 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.

Air France implements the provisions of the 2018-20 agreement on the employment and retention of persons with disabilities. In 2020:

  • Use of companies and organizations in the sheltered sector: more than €7 million of purchases from this sector.
  • The share of employees with disabilities within the total workforce represented 6.7% in 2020. The objective is to exceed, in the long-term, the legal threshold of 6% for the employment rate of people with disabilities, integrating direct employment and purchases from the sheltered sector.

KLM continues to offer an employment guarantee to individuals, whose disability rate is assessed at below 35%, meaning that they either remain employed by KLM or receive support in securing employment outside the company. KLM offers protection from layoffs to employees whose disabilities render them incapable of work and who are within five years of the legal retirement age.

In 2020, owing to the Covid-19 public health crisis, the success rate in finding alternative employment for people who were unable to return to their original jobs due to disability was not as high as in 2019.

Finding alternative employment means not only suitable positions within KLM but also the redeployment of employees outside the airline. These measures are part of the dedicated support provided by the Reintegration Officers. To find alternative employment opportunities outside KLM, the company works with various service providers to ensure a better match on the external labor market.

At KLM, pursuant to Dutch Law, all employees have equal rights in the workplace. Differentiating between employees on the basis of disability or chronic disease is not permitted. It is only when people with a disability or health condition are unable to fulfil the tasks necessary to do a job effectively can the employer refuse to hire them, especially if health or safety is a major issue. It is also mandatory for an employer to investigate whether an adjustment in tasks or the working environment might help a disabled person to execute the relevant work.

KLM Inclusief was started a few years ago as part of Luchtvaart Inclusief in collaboration with LCS (Luchtvaart Community Schiphol) and other companies in the wider Schiphol community. The aim of the program is to employ people with a distance to the labour market.