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.

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At Viaposte,

diversity is a strength!

We are nearly 2,500 men and women. We are a combination of personalities who unite to serve Viaposte. We draw strength from our diversity in origins, age, gender, qualifications, professional experiences, and more. We enrich this diversity further through local and national actions.

Disability Inclusion
We have signed an agreement with Agefiph to affirm our commitment. We post job offers on specialized platforms and conduct internal awareness campaigns on this issue.

Second-Chance Employment
In collaboration with inclusion structures like ARES and GEIQ Impact, we offer job opportunities to individuals distanced from employment, integrating them into our activities.

Mentorship
Through our Viaposte mentorship program, we connect mentors from all our environments with mentees seeking guidance and advice.

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.

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

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

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 Viaposte

Through our Viaposte University and our online platform Vialearning, we offer our employees tailor-made training that is practical, aligned with our business realities, company 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.

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