Air France uses Ava Pro, can you give us some feedback on this?

Indeed, we discovered Ava in 2019, before the COVID-19 epidemic. It was a solution whose innovative nature intrigued us. We were part of a working group with AGEFIPH around the Ava solution, with 3 employees volunteering to test it. Following this test, we offered the use of Ava to employees who wanted it.

We already have compensation tools to support deaf or hard of hearing employees, but Ava offers something new!

Ava Pro, a solution adapted to all deaf or hard of hearing professionals
Currently, Ava is very suitable for certain professions: it offers more responsiveness to the employee. Some of our employees regularly use Ava Pro. Depending on their use and their desire for autonomy, we let them choose the solution that is most relevant to them. It is on a case-by-case basis. Ava has a distinctive asset: it is based on both AI and more reliable and precise human intervention. This is really what makes it unique!

Ava - How do you define inclusion?

Inclusion means allowing everyone to find a place that is adapted to their constraints, in order to create a united and solid collective. To do this, we must not erase differences, but rather approach collective issues in a transversal manner, recognizing that it is an issue that affects everyone.

For example, in the case of a single mother, the arrangements made will help to enforce professional equality. Another example: we can reimburse the childcare costs of a child whose parent is leaving for a professional mission abroad.

Everyone must be able to exercise a responsible, demanding and intense job, if that is their choice, in the best conditions. Inclusion means that we are able to create the right environment for each person's specific characteristics to flourish.