In recent years, many companies have faced a recruitment freeze, as well as a model favouring employees who have faced redundancy as a result of the crisis. For example, as soon as vacancies were advertised, the applications of employees who had been made redundant were prioritised over those who had not faced redundancy. In addition, opportunities for career progression have been and are still limited because, traditionally, airlines have a loyal employee base. This explains why there has been little progression in departments other than security.
Despite a sharp downturn in air traffic caused by the credit crisis and various international events, employers have managed to avert major redundancies. This and a stagnating external labour market are the reasons why there has been little to no outflow in the past few years.
For employees, all this has caused a serious standstill in terms of opportunities for career progression. As a result, the possibilities of natural and healthy career advancement are severely limited.
The Measure proposed by the Action Plan: mobility and job-to-job programmes.