• Around 1500 disabled employees contribute towards the future of the company.

• 95 hires made over the period of the previous agreement.

• €3 million have been devoted to integration policies and to financing initiatives to maintain employees with disabilities in their jobs.

The proportion of staff with disabilities amounted to 2.6% of the workforce in 2006 whereas the figure stood at 6.6% in 2005. The fall was the outcome of applying the provisions of the new 2005 Act, which changed the method of calculating the legal obligation to employ a proportion of staff with disabilities. Flight crew must now be factored into the equation, for example, and the calculation no longer takes the degree of disability, age, affiliation (CAT or AP sheltered employment system) or seniority etc. into account. The fall constitutes a new challenge for the Company, which has set itself the target of reaching the regulatory 6% objective. Air France has restated its socially responsible commitment in this area by continuing to deploy initiatives to help workers with disabilities. Special efforts are made to raise staff awareness of the contribution made by their disabled colleagues to Company operations. An in-house campaign was organized featuring the first exhibition of photos translated into tactile surfaces, entitled "Add together our differences, multiply our successes". The technique of "tactile gravography" was invented by Lyon artist Patrick Bédard. The partnership between the artist and Air France led to the Company´s being invited to Berlin for the opening of "European Year of Equal Opportunities for All" and to the European Parliament in Brussels. The awareness-raising campaign is to travel for several months to nearly two dozen Company sites in the French Regions and overseas départments.

Air France is committed to fostering access to jobs for people hampered by disability via a corporate agreement. This covers hiring, occupational integration, job continuity and promotion.

The three-year agreement (2006-2008) for "the social and professional integration of disabled staff" was approved by a substantial majority of trade unions and the DDTEFP (a local government employment and training body) for the sixth time in March 2006.

It covers both professional and social measures:

• A constant hiring effort



• Taking disability situations in the workplace into account, making special arrangements to gave disabled staff an appropriate degree of comfort in the workplace (purchasing suitable equipment, funding special transport, etc.)



• Measures for maintaining employees in their jobs:
  • adapting their workstations
  • funding the skills assessments, training and mentoring (employees may request the presence of a psychologist in the workplace), which may prove necessary when the disability occurs in mid-career



• Covering expenditure associated with employee disability via ‘individual assistance’ grants-in-aid



• Grants for the disabled children of Air France employees to help schooling and improve housing conditions



• Creating a support fund that each year aids two employee projects focused on the social and occupational integration of disabled people.

Fully in line with the ‘Handicap and Human Resources’ corporate project, this agreement reflects the common resolve to apply the spirit of the new Act of 11 February 2005, based on the principles of non-discrimination and equal treatment for all.

The “Mission for Integrating the Disabled” was set up to drive forward the corporate agreement on social and occupational integration of the disabled. It is tasked with helping local managers implement the commitments set out in the agreement, both by raising awareness and by practical actions on the ground. It provides Company employees with the kind of support they need when faced with a disability situation.

It has a budget to fund various actions depending on the needs of those concerned:

• Skills assessments

• Training

• Workstation adaptation

• Workstation accessibility

If an employee can no longer perform his or her duties due to accident or sickness, the Mission provides support to help them adjust their jobs or switch to another type of job in the Company where a position is available.