Chapter 2 - Social responsibilities
Chapter 2 - Social responsibilities
Genève Aéroport creates working conditions which are respectful of everyone, promoting diversity within teams and ensuring the balance between professional and personal life. In 2019, a strong focus was placed on diversity, one of Genève Aéroport’s eight values, through the signing of a Charter, the inclusion of this topic in recruitment training workshops and the updating of the regulation on the protection of the person.
Promoting diversity within teams
As a responsible employer, Genève Aéroport has put in place measures to promote diversity within its teams. To this end, the signing of the Swiss Charter for Diversity at Work was one of the highlights of 2019. This commitment aims at fighting all forms of discrimination, including those based on gender, origin, sex and religion, and to implement protection of the personal rights for every employee in the company.
The Charter applies, upon the appointment of an employee, throughout one's career within the company, whether in relation to working conditions, remuneration, promotion, career development and access to training.
Combating discriminatory practices
In autumn 2019, all line managers benefited from a training workshop to raise awareness on the selection and recruitment process in order to avoid discrimination. The objective was to inform them of good practices at Genève Aéroport and to prepare them to identify the behavioural skills needed by their future employees, whilst teaching them to question a career path in an objective manner.
Protection of the person for employees
The Protection of the Person Regulation was updated in 2019, with the main objective of outsourcing the support person. Now, in addition to the hierarchical path and leverage of human resources, partnering with an external provider allows Genève Aéroport’s employees to report any feeling of damage to their person. In relation to this, a process has been formalised, based on several reporting channels, including a secure IT platform, which is also external and independent from the company.
Training for line managers began in autumn 2019 and will be completed in 2020, with the aim of raising awareness of their role in this process of reporting and of ethical team management. In addition, some fifteen internal intermediary persons, selected from staff members and specifically trained, will be responsible for providing all useful information on the mechanisms and tools made available to employees by Genève Aéroport. Some information sessions will also be organised for this purpose for employees.
Support to the 14 June 2019 women’s strike
Genève Aéroport supported the 14 June 2019 women’s strike, notably by creating a badge promoting gender equality. Chief executive officer André Schneider and the Head of Human Resources, Jessica Silberman Dunant, met with staff from various departments in order to discuss this topic. The Head of Human Resources (HR) also stated her commitment in an interview published on Genève Aéroport's website:
« Support the demands of the feminist movement and I firmly believe that we must all act together for this purpose. » pursued: « The respect for differences and the development of diversity in teams improves collective performance and mutual respect. »
Ensuring equal treatment for men and women
In 2019, Genève Aéroport conducted a survey using the LOGIB software to assess its compliance with equal pay criteria based on the number of years of training, the number of working years and those spent at Genève Aéroport, the level of skills and the position held. No wage discrimination between women and men within Genève Aéroport was found.
When skills are equal, recruitment promotes the hiring of people whose gender is least represented, in order to develop diversity within teams.
As Genève Aéroport has a permanent desire to ensure a balance between professional and personal life, this is reflected in the occasional possibility of working from home. The number of people who used this method of working between 2018 and 2019 decreased slightly (from 174 to 167), whilst the number of hours worked this way increased sharply (by more than 20%, from 7’073 to 9,500 hours). As regards men working part-time, their number increased by almost 30% between 2018 and 2019, accounting for about 10% of the male workforce.
« The extended management team is composed of 40% women. 29.3% of women contribute to the smooth running of Genève Aéroport. »
Breakdown of men and women by age group
