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.


Air France-KLM respects human rights and supports protection of it, combats corruption and explicitly opposes all forms of child and forced labor.

Our standards are based on accepted international norms, including the UN Global Compact, the OECD Guidelines for Multinational Enterprises, the Core Conventions of the International Labor Organization (ILO) and the Children’s Rights and Business Principles.

We have policies on respect for international human rights, anti-corruption and bribery. As required by the UK’s Modern Slavery Act, Air France-KLM published a statement on the websites of Air France and KLM.

With this timeline, we explain the steps that Air France-KLM has taken over the past 15 years towards respecting human rights. It shows how we move from endorsing internationally accepted standards to putting this into practice.

Human rights for our employees

The Group’s renewed commitments are presented in « The Principles of Air France – KLM ». This document has been reviewed in liaison with the European Works Council, and published in 2020. It is a policy document that formulates not only the rights of Group employees and those of its suppliers, but also gives instructions for execution and implementation, including risk assessment.

In its Principles, Air France – KLM affirms its commitment to fostering a climate of Mutual trust, respect, transparency and confidentiality

These values and rights are the foundation for social, economic and cultural cohesion within each company and within the Group. The Air France-KLM Group’s employees have the right to work in an environment in which there is respect and care for their health, safety and dignity, and in which social dialogue is possible. The charter applies to employees of Air France, KLM and of their subsidiaries.

The Group already has a thorough process in place to identify and manage risks related to the health and safety of employees. We also execute audits to secure health and safety of our employees worldwide.

To create a good understanding of the way in which we protect the human rights of our employees, an overview was created of the policies and procedures we have in place for employees in France and the Netherlands per relevant human right. The overview includes the legislative basis, internal policy documents, the complaints procedures, compliance operating mechanisms and process owner, for the following human rights: Privacy, Equality & Non-discrimination, Decent working conditions, Employee health, Employee safety, Labor relations and Child labor & Forced labor. Currently, we are refining and specifying our risk mapping process for employees on regarding human rights.

Air France carries out awareness-raising actions and KLM continued in requiring training for its employees on human trafficking, to help them to identify at-risk situations and take action against this form of international organized crime, comparable with modern-day slavery. Whether it is trafficking for the purpose of forced labor or crime, sexual exploitation, illegal adoption or forced marriage, child soldiers, organ trafficking or other forms of human exploitation, ground staff and flight crews must be able to recognize behavior that may be considered abnormal or worrying and, in the event of suspected human trafficking, report the event as soon as possible and in accordance with the instructions.

Human rights in our supply chain

In line with our own sustainability ambitions, we are mobilized to make our suppliers join us in this commitment as well, based on a shared set of values and principles. As a means to ensure commitment to our principles we expect our suppliers to agree with our sustainable development charter and our Supplier Code of Conduct. Currently, 53% of the suppliers have signed the sustainable development charter or have provided an equivalent document. We have set an ambitious target of 75% for 2021. In our contracting we retain the right to ask for sustainability assessments through the services of EcoVadis. These assessments are a key element, especially for the higher risk suppliers to help us manage and monitor compliance of our suppliers.

To determine the level of risk of our suppliers, we use a Supplier Risk Mapping tool. This may result in the decision to ask certain suppliers to take part in a sustainability assessment. These assessments may be followed or replaced by on-site audits of our suppliers. The number of companies whose CSR performance was evaluated on EcoVadis increased in 2020, from 414 to 434. Furthermore, as part of a continuous improvement process, in 2021, the company’s goal is to evaluate 100 additional suppliers.

Suppliers that are not in compliance with our requirements are encouraged to improve and demonstrate their compliance after the implementation of their corrective actions. Air France-KLM communicates to its suppliers that their sustainability performance and level of compliance can be a part of our procurement decisions.

We have a Sustainable Procurement Policy in place for our employees, which we have recently updated. Focus is now being put on communication so as to activate a broader supplier compliance. We train our procurement team and make them aware about external laws and regulations as well as our internal sustainability policy.


Context and strategy

The prevention of bribery and anti-competitive behavior is an important factor in fair business practice. As unethical or inappropriate behavior can have considerable negative consequences, preventing unfair practices is of key importance.

We are committed to conduct business with loyalty, fairness, transparency, honesty and integrity, and in the strict respect of the anti-corruption laws in all the countries where we operate.

  • Our Anti-Bribery Manual serves as a code of conduct for all employees and establishes the guidelines for preventing corruption and for identifying and handling risk situations with regard to the anti-corruption legislation.
  • In addition to the Anti-Bribery Manual, a Gift and Hospitality Policy has been introduced. This Policy aims to provide clear guidelines for staff, including financial limits, on giving and receiving gifts and hospitality.
  • Both the Anti-Bribery Manual and the Gift and Hospitality Policy document are available to all staff in three languages.

In terms of anti-competitive practices, we maintain our policy aimed at the prevention of anti-competitive acts by circulating a Competition Law Compliance Manual, updated in 2020.

The KLM Group has implemented a KLM Code of Conduct which contains an overview of the rules governing the KLM Group’s business conduct and suppliers working with the KLM Group. The areas covered are safety, business integrity, social responsibility and reporting on violations. The KLM Group has also deployed a Code of Ethics for the Finance Function.

Measures and action plans

New legislation or requirements, relating, for example, to anti-bribery or data privacy are taken into account when establishing the compliance programs, and are given additional emphasis via awareness-raising campaigns.

The Compliance Officers within Air France-KLM, Air France and KLM are tasked with pursuing the implementation of the Compliance programs within the Group. They are supported by a network of compliance representatives in the subsidiaries.

Topics that require greater awareness and transcend businesses, like the prevention of bribery and anti-competitive behavior, are brought to the attention of employees.

  • These awareness-raising campaigns are supplemented by dedicated training that is available to individual employees.
  • Employees can always raise questions or concerns with the Compliance Officers and legal experts.
  • An anti-bribery e-learning training campaign was deployed at the end of 2019, and pursued in 2020, to maintain and further strengthen the anti-bribery awareness and knowledge of staff (the realization rate of the e-learning program on the prevention of corruption reached 87%). Awareness is also reinforced through, for example, information meetings and discussions, improved access to compliance documents and communication by the Group’s General Management.

Whistleblowing procedures:

Since all employees are required to respect these rules, employees in all the Group’s entities are encouraged to discuss any compliance concerns with their line managers. They can also contact a Compliance Officer directly.

Employees also have the opportunity to report on a problem through whistleblowing procedures. These procedures include the possibility of reporting any serious situations relating to the duty of vigilance (human rights, fundamental freedoms, health and safety, environment), pursuant to the legal requirements. Reports under the whistleblowing procedures are being investigated and appropriate corrective actions are taken and implemented.