Programs and policies

An employer of choice

Aéroports de Montréal has committed to the objective of becoming an employer of choice and, above all, seeking to be recognized as such by its employees. To achieve this goal, we differentiate ourselves through innovative management practices in human resources attraction, retention and engagement. Our management style is grounded in, among other things, the human values that we actively promote: team spirit, respect for the individual, rigour and perseverance, loyalty and integrity, as well as innovation and creativity.

Training and professional development

ADM encourages employees to pursue training and professional development activities to enhance their qualifications and skills. To this end, we offer several programs and activities: continuing education in technical, standardization and regulatory matters; acquisition of knowledge specific to airport settings; development of management and leadership abilities; and so on.

Following are some of the initiatives emblematic of our commitments to skills development:


  • “A Smile Always Flies” and “Notre service… ouvert sur le monde,” two customer service improvement programs;
  • The LeadAIR program, which aims to help managers master the skills deemed essential to the success of the Corporation;
  • GestionAIR, first-level management and leadership development training offered at ADM. Designed for new or aspiring managers, the program enables them to acquire the tools they need to optimize the performance of their day-to-day operations and face the many challenges involved in operating two airports;
  • A program for traffic regulators, which uses a combination of theory and practical content to teach topics such as control of aircraft movements on the ramp, radio communications, as well as piloting and meteorological concepts;
  • Our occupational health and safety program, which covers topics as varied as workplace inspections, lockdown procedures, and ergonomic workstation layout.




Workplace health and safety and general health Sante-et-securite.png

ADM prioritizes the health and safety of its employees. The Corporation has instituted a policy, guidelines, procedures and continuing-education programs to ensure a healthy and safe workplace. ADM has also developed a general health program that includes prevention and promotion activities, as well as corporate practices that encourage good workplace health.

Violence and harassment in the workplace

ADM believes in a workplace that is healthy and free of behaviours with potential to harm the physical and psychological integrity of any employee. The company has deemed all forms of violence or harassment in the workplace unacceptable and applies a zero-tolerance policy in this regard. Any manifestation or complaint of harassment is dealt with according to the provisions of the corporate policy on the prevention of violence and harassment in the workplace.

Employee Code of Ethics

ADM makes available to its employees its Code of Ethics for employees of Aéroports de Montréal. It aims to guide the decisions and actions of each employee through principles that are based on the values shared by the entire organization.

ADM employees may report a breach of the principles of the Code of Ethics by contacting a confidential information line operated by an independent firm, or directly to the Vice President, Legal Affairs and Corporate Secretary.

Use of information technology tools

ADM provides its employees with access to information technology tools to help them perform their work more efficiently and easily. Employees are subject to a policy, including rules and conditions, on the use of these tools.

Employment equity and diversity

ADM is under federal government jurisdiction and, as such, must comply with the Employment Equity Act, which designates four groups meriting fair representation (women, visible minorities, persons with disabilities and Aboriginal peoples).

Beyond the legislative framework, the company seeks to move from employment equity to a commitment to diversity, ensuring that its workplaces are kept free of discrimination and that all employees enjoy the same benefits and opportunities for advancement based on their competencies, regardless of differences. In addition to gaining access to a larger talent pool, this will ensure the company also succeeds in better reflecting and understanding its customers—and, in turn, enhancing the quality of service.

If you are a member of one of the groups designated by the Employment Equity Act, we encourage you to mention it when submitting your résumé.


ADM offers its personnel a competitive benefits program, including life insurance, long-term disability wage-loss replacement insurance, as well as medical, dental and vision care plans. Some specific details apply depending on the work group to which the employee belongs.

Candidate referral program 2018-Programme-Candidature.jpg

For the past several years, ADM has been relying on its entire employee network to enhance its talent pool. As ambassadors for the organization, all employees are encouraged to refer their talented candidates to fill vacant positions within the company, and they earn attractive bonuses if their referred candidates are hired. This engagement-enhancing program is a way for ADM to increase the diversity of its workforce and better reflect that of its travelling customers.


Employee Assistance Program

Aéroports de Montréal provides all employees, as well as their immediate family members, with access to an Employee Assistance Program (EAP). The program allows any employee experiencing personal problems to get confidential help and support,  24 hours a day, and 7 days a week, by enlisting the services of a team of professionals who have the knowledge and skills to assist them.

Pierre Martin Scholarship Program Programme de bourse.jpg

This program was created in memory of Pierre Martin, who spent a decade as Chair of the ADM Board of Directors and made outstanding contributions to the Corporation’s development. The scholarship program provides financial assistance to students who are children and grandchildren of ADM employees. Three scholarships of $3,000 each for university studies and one of $1,000 scholarship for technical college studies, or $500 or $1,000 scholarship for a DVS (depending on the duration of the program) are awarded each year by random draw among eligible candidates.

Commitment to sustainable development

ADM has adopted an environmental policy that clearly sets out its commitments in this area. It has also taken significant steps to reduce greenhouse gas (GHG) emissions as well as mitigate the environmental impacts of its overall activities. It is also engaged in various ongoing programs targeting environmental stewardship and sustainable development. In addition, it is implementing various ongoing programs designed to protect the environment and promote sustainable development. Finally, it has adopted a commitment to sustainable development that covers the social, economic and environmental impacts of its activities.

Alternative transportationecono-ecolo-pratique.jpg

ADM has joined allégo, a program of the Agence métropolitaine de transport (AMT) that offers an array of concrete solutions encouraging the use of “smart commute” alternatives to single-occupancy automobile travel.

Employees of ADM who use public transit enjoy incentive benefits such as a subsidy of $40 per month following 12 consecutive monthly transit pass purchases, and one guaranteed return per year in case of emergency, in the form of a taxi voucher. Note that the Société de transport de Montréal’s (STM) 747 Express bus line links downtown and Montréal–Trudeau directly.

Moreover, as part of the ADM carpooling program, employees have access to a “matchmaking” service to help them find co-workers who live close to them. Program participants are also entitled to three guaranteed returns per year in case of emergency, and a space in a nearby parking facility on the airport site.