As of 31 December 2017, the Brussels public transport company had 8,773 employees (or 8,525.33 FTEs). This represents a 5.8% increase in the workforce compared with 2016, and an increase in personnel of more than 49% since 2000.The company recruited 980 employees during the year. In addition to the 275 internal transfers, 705 new employees joined the business. The majority of these were driving staff (38%) and workers (36%), as well as engineers, school-leavers and technicians.These appointments were intended to replace colleagues taking retirement. They will also enable STIB to expand and improve the public transport service in Brussels and implement network development projects.
The target of 10% women has been reached
STIB has implemented an active policy to attract more women over the last few years. It has involved attending job fairs, targeted recruitment campaigns and a focus on women in the business. This policy is bearing fruit, as the proportion of women in the business is constantly increasing. Of the 705 new employees recruited in 2017, 17.4% were women.Women now represent 10.2% of the entire STIB workforce, compared with 9.3% in 2015 and 9.8% in 2016. In 2015, STIB had 740 female employees, compared with 811 in 2017, an increase of 21% in two years. This is a positive change that STIB wants to pursue in the coming years.
Recruiting new talent
Network extension, increased service frequency, line extensions, orders for new vehicles... There are plenty of current and future projects at STIB. And where there are projects, there is a need for personnel. With almost 1,000 employees recruited in 2017 and more than 650 new posts planned for 2018, STIB is increasingly positioning itself as a key employer in the Brussels region.STIB continues to increase the number of channels it uses to recruit these new employees: trade press, participation in employment fairs and job events, LinkedIn presence, etc. In 2017, STIB took part in a total of 20 employment fairs. The business also organised two "job dating" events (for technical employee and manager profiles) and a double Job-day for technicians, one of which was aimed at women (Women@work).STIB also took part in a number of events in schools and hosted 124 interns.
In 2017, one hundred unskilled young people were able to acquire their first professional experience with STIB multimodal agents thanks to collaboration between STIB and Actiris, the Brussels regional employment office.This year-long support allowed STIB to attract and train new employees and allowed young agents to experience the reality of the world of work.In total, 96 first employment contracts (CPE) were signed for the duties of a multimodal agent, as well as 12 transitional internships (STE).Another successful partnership for STIB was the recruitment and training of 107 station security collaborators. Actiris recruited the agents, while Bruxelles Formation, VDAB Brussel, Bruxelles Prévention et Sécurité and STIB were responsible for training them.
In addition to recruiting additional personnel, STIB is also investing in training its employees. Employees take over 300,000 hours of training every year: training in driving and technical training, as well as stress management, communication, languages and managerial attitudes.In 2017, 375,277 hours of training were provided at all levels of the company. A total of 7,024 employees benefited.Over the last year, STIB carried out targeted action on the use of mobile phones and other smartphones while driving; this training was aimed at metro, tram and bus drivers. In addition to training in psychosocial risks, which all employees will take over a three-year period, other initiatives have been implemented, such as a comprehensive welcoming process for new managers, training in cyber-safety and in electrical safety in the acquisition of new electric and hybrid buses.
Ensuring well-being at work
STIB is concerned about the well-being of its employees and has therefore introduced a range of psychosocial support measures to the business. They comprise a team of social counsellors on the ground, a psychosocial assistance service that can be contacted 24/7 and assistance for victims of assault or accidents.After focusing on psychosocial risks, more specifically the prevention of stress and burn-out, STIB is encouraging its employees to adopt lifestyle habits that promote well-being. Addiction prevention has not been forgotten. STIB has a zero-tolerance policy for drugs and alcohol in the workplace.In 2017, the business trained managers in the role it expects them to play in this area. It placed preventive breathalyser tests in the workplace for drivers wanting to take a test before driving.
Year of diversity
At STIB, diversity is the result of a long business tradition that the public transport company wants to preserve and strengthen, as it is a gauge of success, harmony and well-being. It had a wonderful end to 2017 (year of diversity in Brussels) when it approved its Diversity Strategy for the years 2017-2021.This Strategy Plan aims to uphold and support diversity in all its forms, including cultural, linguistic, gender, generational and physical. It sets very ambitious targets for 2021 and describes the current and future actions for achieving them: promotion of employment for women and for Dutch-speakers, improved distribution of people presumed to be of foreign descent within the business, keeping senior citizens employed, reduction of the gap between workers and employees and between the field and headquarters, affirmation of non-discrimination and equal opportunities, and integration of people with disabilities.In 2017, in addition to its recruitment campaigns targeted at women, STIB organised several events specifically for its female employees, including breakfasts and after-work meetings.
Tell me what you eat...
What could be more appetising than meeting your colleagues through their culinary traditions? This was the aim of the recipe competition organised by STIB and open to all its employees, and marked an original way of celebrating the year of diversity.All employees were invited to submit a recipe that illustrated their culture, their country or a family or individual story. The participants were able to prepare their recipe at the end of the selection process in a time of sharing and enjoyment. This initiative led to the publication of a book containing the 30 selected recipes, which came from every corner of the world. It was an opportunity for a journey of the senses filled with spicy or unknown flavours, as well as for wonderful human discoveries.