Caring for our staff
Fostering attractiveness and engagement
After large-scale and proactive recruitment in 2023 to meet the challenge of hosting the Olympic and Paralympic Games Paris 2024, the Group maintained the same momentum in 2024 by hiring close to 10,000 new employees worldwide, with a renewed focus on increasing the representation of women in the workforce and promoting work-study programmes. The Group's appeal is driven by a wide variety of roles, strong values of inclusion and diversity, and a strong commitment to serving sustainable cities and their residents.
An ambitious recruitment plan
To meet the needs of its various entities and ensure a level of service that meets the expectations of both passengers and transport authorities, RATP has recruited more than 3,500 new employees, including 2,900 field staff and 600 managers in the Île-de-France region. In addition, over 1,000 work-study employees joined the Group, and more than 600 social inclusion contracts were signed, confirming RATP's position as a key socio-economic player in the region. The French and international subsidiaries have also welcomed over 4,800 new employees, most of whom are locals from the area in which they operate.
Frontline staff, bus drivers, security agents, maintenance technicians, engineers in areas such as technology, digital and project management for major works - the wide variety of recruited profiles reflects the diversity of the Group - which offers more than 250 different job roles.
Carrying out this proactive recruitment plan was made possible by the Group's growing appeal, recognised for its public service values and its leading role in sustainable mobility, with strong ambitions for decarbonisation. In 2024, 260,000 CVs were received - 46% more than in 2023, a year that had already set a record for applications.
A strong commitment to workplace well-being
In 2024, the Group continued its commitment to fostering a fulfilling work experience through practical measures outlined in a "Quality of Work Life and Working Conditions" agreement, signed by the majority of representative trade unions.
In this regard, preventing workplace accidents remains the Group's top priority, with the rollout of a novel coaching programme for all operational managers, the introduction of safety procedures and sharing "life-saving rules" across all levels of the organisation. To support work-life balance, in addition to existing remote working options, the company has improved shift planning to better align with employees' needs and constraints. It has also introduced an innovative four-day work week for station staff, initially tested on four pilot lines and extended to all lines at the start of 2025.
To help employees live closer to their workplace, a new employee housing scheme offers a range of accommodation options tailored to individual circumstances, with an expanded selection.
1,100
families of employees accommodated in Group housing in 2024.
90%
of employees from the four pilot lines involved in the four-day work week trial report they are very satisfied with the scheme.
22%
gender diversity across the entire workforce.
To provide all employees with motivating career development opportunities and diverse career paths, a Group-wide mobility charter for managerial staff in Île-de-France has been introduced, with the aim of extending it to all staff categories by the end of 2025.
And since employee engagement and attractiveness ultimately depend on effective management at the frontline, the Group continues to support its managers through training programmes, coaching, and practical tools.
Exoskeletons help reduce physical strain
500 maintenance staff working in RATP's RER and tram workshops have been supplied with 140 state-of-the-art exoskeletons to assist with their daily tasks, as part of an investment supported by Île-de-France Mobilités. These devices significantly reduce the physical strain of maintenance tasks. Such a large-scale deployment is a first in Europe.
Patrick Boureille
Maintenance Agent, RATP
"60% of maintenance operations on trains are carried out with our arms raised. And when we work on door adjustments, interventions take several days. For almost two years now, I have been wearing the exoskeleton systematically. It really helps with my arms and neck. When I finish my shift, I have no pain. I come out feeling much less tired."
Listening to our employees
In 2024, RATP Group prepared the deployment of its engagement survey, launched in January 2025. Its purpose: to give all Group employees the opportunity to voice their opinions on their motivation, their perception of quality of life at work, and their connection with the company.
For more inclusion
Following the signing of the PRIDE manifesto and the creation of the RATP Group Pride network, in January 2025, Jean Castex signed the Autre Cercle charter, which aims to promote the inclusion of LGBT+ people in the world of work. This commitment is part of the Group's diversity policy.
A Group-level agreement to promote social dialogue
At the end of 2024, an agreement was signed with four representative trade unions creating a new level of social dialogue and negotiation. It was extended to all the Group's entities in the Paris region.
In particular, it will make it possible to develop a harmonised experience for employees concerned and offer them more opportunities for career development.