Our recruitment
methods
Our recruitment methods are based on the assessment of skills and competencies, maximising equal opportunities. We are committed to providing a response, whether positive or negative, to each candidate.
Aware of the importance of welcoming our new employees, we apply an internal procedure guaranteeing the preparation of all new arrivals: provision of work equipment, announcement of arrival, inclusion in the directory, presentation of Viaposte, safety training, presentation to other employees, etc.
At Viaposte,
diversity is a strength!
We are nearly 2,500 men and women. We are a combination of personalities that come together to serve Viaposte. We benefit from our diversity in terms of origin, age, gender, qualifications, etc. We also enrich this diversity through local and national actions.
A Diagnostic-Action process, in partnership with AGEFIPH and the JLO group since the beginning of 2021, aimed at defining a disability policy adapted to our challenges and contexts.
In partnership with the ARES group since 2018, which specialises in integration through work & disability, with employees integrated into Viapost's activities in Île-de-France.
Donations of safety equipment and shoes to the association La Mie de Pain, which helps people who are isolated because of precariousness, marginalisation or social exclusion.
Equal treatment of our
men and women
We are committed to giving women and men access to all our jobs and at all levels of the company. This is demonstrated in our M/F index and pay gap reports for all our companies: VIAPOSTE TRANSPORT MANAGEMENT, STP and NEOLOG. Concerning our company VIAPOSTE MAINTENANCE, the M/F index 2024 (for the year 2023) is not calculable at this time.
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Index ratio M/F 2024 (over the year 2023) 92/100 Pay gap 37/40 Individual pay gap 35/35 Percentage of employees receiving a raise after returning from maternity leave 15/15 Number of employees of the under-represented gender in the top 10 highest earners 5/10
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Index ratio M/F 2024 (over the year 2023) 94/100 Pay gap 39/40 Individual pay gap 20/20 Promotion gap 15/15 Percentage of employees receiving a raise after returning from maternity leave 15/15 Number of employees of the under-represented gender in the top 10 highest earners 5/10 M/F representation in management positions for the year 2023:
Members of Executive Committee 25% of women Executives managers 42.86% of women
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Index ratio M/F 2024 (over the year 2023) 89/100 Pay gap 39/40 Individual increase gap 20/20 Promotion gap 15/15 Percentage of employees receiving a raise after returning from maternity leave 15/15 Number of employees of the under-represented gender in the top 10 highest earners 0/10 M/F representation in management positions for the year 2023:
Members of Executive Committee 25% of women
Be trained and train
within our university
We have created our university in order to offer our employees tailor-made, concrete training courses that are in line with the reality of our activities, by level of responsibility and that guarantee the appropriation of our corporate culture and values.
Developing the employability of young people
through work-study placements
We encourage work-study programmes in order to pass on our know-how and to help young people learn a trade. It is also a way of identifying future talent. The recruitment campaigns for our future work-study students take place between April and August each year.
Find out about our offers