The company owes its success to its ability to find and develop a variety of talents, called Cast Members. To bring to life the Disneyland Paris magic, the company counts on the commitment and expertise of more than 17,000 Cast Members from 121 different nationalities, speaking 20 languages and filling in 500 job classification. A group of men and women work together to create exceptional, magical experiences for every guest daily. The diversity of this team is an asset and an engine of creativity.
Disneyland Paris puts diversity and professional equality at the heart of its human resources policy. Gender equality, the hiring of older workers, recent graduates, people with disabilities, and access to job opportunities for the long-term unemployed are an integral part of this policy.
See the actions we’re taking to value the talent of our cast members below.
In 1965, when Disneyland celebrated its tencennial in California, Walt Disney had the will to create a legacy program named the “Disney Ambassador Program.” Since then, the tradition continues in all Disney Resorts around the world.
Walt Disney was involved in several monumental projects and was overwhelmed with requests for personal appearances and to host special guests. He decided to appoint a spokesperson to serve as the official representative of all Disneyland Cast Members. Tour Guide Julie Reihm was selected by Walt Disney himself to serve as the first official Ambassador.
Since 1993, the year of the first agreement for the employment of disabled individuals and the creation of Mission Handicap, Disneyland® Paris’ commitment has steadily grown to make the destination ever more accessible.
The aim of the agreement signed in 2019 is to further and strengthen the recruitment policy, in particular by supporting young people in their career plans through discovery days, internships and scholarships.
Beyond recruitment, the company’s policy aims to facilitate integration, support career development and enable the retention of disabled cast members.
The destination also focuses on improving reception conditions for disabled guests – about 110,000 per year – by taking practical measures such as incorporating French sign language into the Mickey and the Magician and The Lion King: Rhythms of the Pride Lands shows.
Gender equality is a core pillar of the resort’s commitment, with women representing half of all Cast Members and 80% of those Cast in permanent roles. About 43% of directors and above are women – including our resort president, Natacha Rafalski. Women are working across all areas of our business and at every level.
Gender equality is furthered at Disneyland Paris through impactful policies and ongoing engagement opportunities which continue to expand. The resort has implemented several equality agreements to promote gender equality, with nearly 20 concrete measures in place and a dedicated budget. There are also numerous dedicated employee-driven groups to provide inspiration, support and engagement for Cast Members all year long, as well as exclusive conferences and events with inspiring guest speakers, workshops and discussions on gender equality and diversity.
Disneyland Paris remains focused on growing these efforts so that Cast Members have the resources and support they need to develop their careers and write their own histories.
For the second year in a row, Disneyland Paris disclosed a score of 94/100 on the annual Gender Equality Index which was established as part of the “Avenir Professionel” law. This is based on a combined score from five key criteria: difference in rate of individual increases (20/20), post-maternity leave raises (15/15), presence of women in higher salaries (5/10), promotion rate gap (15/15) and pay gap (39/40). French companies with more than 50 employees are required to disclose their equality index on 1 March 2021. This index aims to measure a company’s commitment to providing an environment based on gender equality to their employees. It follows a specific methodology measuring companies on a scale of 100 and requiring those scoring under 75 to put proactive measures in place to increase their score for the coming years.
Since 2010, Disneyland® Paris has focused on employing both young people and senior citizens. As part of this effort, the company signed a new Agreement which provides specific measures for young workers and workers over the age of 50.
Special working time arrangements may be offered to Cast Members over 57 years of age.
Training and support in preparation for retirement are offered to Cast Members aged 50 and over.
Disneyland Paris is committed to improving the well-being of its cast members.
Behind the scenes, many activities and workshops are offered throughout the year such as, for example, dance lessons, participative gardening, introduction to relaxation techniques or even running.
An experimental phase of teleworking is also being conducted to introduce more flexibility into working arrangements, while respecting individuals’ right to disconnect.
The company also works with startups to facilitate carpooling between Cast Members and help them manage their schedule.
The corporate social network Workplace, amongst other things, helps strengthen bonds between cast members and enables them to share content and information in a fast and cross-functional way.
A psychosocial risk prevention agreement has also been in effect since 2018, placing particular emphasis on assessing cast members’ physical and mental health.
Disneyland® Paris offers career paths to all of its cast members as soon as they are recruited.
Training is an important part of the company, with 400 training programmes available annually to all cast members. Leadership is also at the heart of the organisation’s strategy with an internal training centre, Disney University, dedicated to leadership training. Nearly 300 team leaders have been promoted through the internal management school since its inception, and a total of 51 cast members joined the management team in 2018.
A website dedicated to internal moblity allows cast members to position themselves for another function or a different job. It lists the available job openings in order to give priority to employees before considering external recruitment.
Disneyland Paris has a comprehensive, multi-faceted Diversity and Inclusion strategy in place, which has grown with us over the past 20+ years. This takes into consideration not only fundamental gender equality but also diversity of identities, abilities and nationalities, even career experience levels and ages. We are proud of this strong and ever-expanding program, which is present at all levels of the company.
Our diversity and inclusion efforts are centered around three core areas – women, LBGTQ+ and accessibility – striving to create a culture of inclusion, where everyone is welcome. We continue to engage Cast Members on these important topics in many ways such as exclusive events and dedicated employee-driven groups to provide inspiration and support.
We also continue to evaluate impactful policies to implement across the company. One recent example is the addition of the Inclusion Key to The Four Keys – Safety, Courtesy, Show and Efficiency – which have guided the renowned approach to service at Disney Parks for more than 65 years. Watch the video below for more details!