For the Air France – KLM Group, health, safety and the quality of life in the workplace is a major priority on which there may be no compromise. Everyone working for or with the Air France – KLM Group has the right to a working environment that guarantees their health and safety, and takes into account their physical and mental well‑being. We take a strong-willed and proactive approach to prevent risks and protect the health and safety of our employees. The Group pays particular attention to quality of life in the workplace. Various initiatives help employees with their life-work balance, which has shown to improve performance.
For the Air France – KLM Group, health, safety and the quality of life in the workplace is a major priority on which there may be no compromise. Everyone working for or with the Air France – KLM Group has the right to a working environment that guarantees their health and safety, and takes into account their physical and mental well‑being.
We take a strong-willed and proactive approach to prevent risks and protect the health and safety of our employees.
The Group pays particular attention to quality of life in the workplace. Various initiatives help employees with their life-work balance, which has shown to improve performance.
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.
As an employer, we have to ensure the prevention of professional risks and the development of quality of life at work of our employees.
In order to reach our goal and bring the number of workplace incidents to an absolute minimum, we focus on a global approach to all health-related matters, which enables us to pursue a more concrete and efficient policy. We will increasingly invest in preventative measures to improve working conditions and promote healthy lifestyles for our employees.
Being vigilant and taking action are now more of a priority than ever. The involvement of managers on the ground and the alertness of all staff, supported by a network of health and safety managers, enable the detection and prevention of difficult situations.
The Workplace Harassment Prevention Charter includes a counseling unit and dispute resolution processes for people who feel victim of workplace harassment (whether psychological or physical), and individuals experiencing “acute mental suffering” that could harm their physical/mental health and cause maladjustment at work, as well as for people accused of harassment, in keeping with the presumption of innocence.
To place accident avoidance and a culture of risk prevention at the heart of our business, we have reaffirmed our long-term commitment to the following priority themes:
On an annual basis, the Air France – KLM Group measures and reports the indicators related to health and safety at work: absenteeism, number of workplace accidents, frequency rate and severity rate of workplace accidents (see universal registration document Sections 18.104.22.168 and 22.214.171.124).
Our health services look after the employees’ health and advise them on current and emerging occupational risks. The measures implemented provide an integral framework for the organisation and should optimally contribute to health and employability, which impacts the Group’s productivity and operations.
Permanent adaptation and application of the health measures
As of March, the 2020 focus turned to managing the impacts and consequences of the Covid‑19 pandemic while adjusting and pursuing the risk prevention measures for the Group’s activities.
The first of these measures consisted of implementing procedures to protect employees from the risk of the epidemic in line with the recommendations from the public health authorities and the national protocol in response to the unfolding public health crisis. The deployment of these measures was accompanied by the reinforcement of the intelligence teams and the monitoring of the cases and contacts by the vocational medical teams, a statistical focus on the declarations and the permanent availability of medical experts to approve the prevention measures.
These health measures were communicated via the different digital communication channels in support of line managers and via a proactive Health and Safety in the Workplace network during the different phases of the crisis: protective measures, the availability of health kits, limitation on the number of days spent in the workplace, closure of the workplace canteens, remote working, certification of professional travel, etc. Meetings of the Health, Safety and Working Conditions Commissions (CCSSCT) were convened at every key stage to agree with the employee representatives the measures to be put in place.
Reinforced prevention of psycho‑social risks
To provide the best‑possible support for staff confronting personal or professional difficulties, the network of social assistants rapidly mobilized. As of March, the social assistants established telephone hot lines functioning five days a week to listen to and assist callers, and provide appropriate responses. Counseling was also available from the vocational psychiatrist for situations requiring their specialist input, with direct action or the appropriate referrals for employees or their families.
Continuous company‑wide execution of Safety Issue Risk Analyses on the virus and the monitoring/introduction of new regulations, procedures and methodologies have ensured the appropriate measures and mitigations are in place to maintain safety. To guarantee the safety of all employees, the Covid‑19 regulations have constantly been adapted and wherever possible improved with more rules added as a result of safety studies and risk analysis. The mental health of employees working under increased pressure and/or from home is monitored via surveys. Initiatives to safeguard social coherence are also carried out throughout the company.
Support for remote workers during the lockdowns
To guarantee optimal working conditions for their employees, KLM, Transavia and Air France enabled the development of remote working,
In addition and to support the implementation of imposed remote working, a number of different measures were deployed to facilitate the realization of remote activities as of March 2020 (equipment for employees, ergonomic advice on working from home, communications enabling the sharing of best remote working practice and prioritizing the maintenance of dialogue within the teams and with the line management).
The company also regularly communicated with managers on the importance of maintaining links with their teams, adapting work loads and optimizing the organization of team working by taking into account the activity levels so as to avoid the risk of overload and, inversely, isolation.
Webinars, organized by theme and target group, have also been very well received. As in the previous year, in November 2020, the KLM focus was on the Week van de Werkstress, or Stress in the Workplace Week, whose theme this year was ‘Stay in balance!’ The content was updated on MyHealth and a Digital Detox webinar was organized. KLM employees were supported with information, inspiration and concrete advice on how to maintain a balance during this challenging time. In early December, KLM organized the KLM Thuiswerk-Weken with a range of webinars relating to various aspects of working from home. All this information is available on MyHealth, which also offers appropriate interventions to help colleagues work from home in a healthy, adapted and productive manner.