Human resources

STIB and its staff were present

Despite the health crisis and the difficult situation experienced by everyone in 2020, STIB collaborators responded by continuing to provide a public service and enabling those who needed it to travel.

The public transport company has adapted to the situation and continued its recruitment and training. Despite the crisis, the company has been able to guarantee job stability for its employees and avoid resorting to temporary unemployment.

Workforce

As of 31 December 2020, STIB had 9,843 employees (i.e. 9,624.5 full-time equivalents). This represents a 4.5% increase in the workforce compared with 2019.

During the year, 884 new employees joined the Brussels public transport company. The majority of these new recruits were drivers and technical personnel.

These hires were intended to replace colleagues going on retirement. They also enable STIB to expand and improve the public transport service in Brussels and implement network development projects.

STIB should reach and even exceed the 10,000 employee mark, given the many commitments planned for 2021. This further strengthens its position as one of the largest employers in the Brussels-Capital Region.

Increasing numbers of women

11.22% women

The number of women in STIB continues to grow. At the end of 2020, the percentage of female employees reached 11.22%, compared to 11.18% in 2019, 10.71% in 2018, 10.2% in 2017 and 9.8% in 2016.

This increase in the number of women in the company is the result of various actions launched by STIB. It pursues an active policy aimed at attracting more future female employees: participation in job fairs and targeted recruitment campaigns, co-opting programme to encourage the hiring of profiles that are harder to find (female employees as well as M/F technicians, technical degree holders, engineers, IT&Telecom profiles, etc.) through staff members.

Top employer 2020

STIB was awarded Top Employer 2020 certification for the 6th year in a row. This certification highlights the companies that are committed to providing the best possible working environment for their employees through innovative human resources practices.

STIB underwent a rigorous independent study to obtain this label. The evaluation covered the HR strategy and processes, as well as elements such as internal communication, the values and the way they are conveyed and experienced throughout the business, together with the mechanisms in place for promoting exchanges between employees.

Recruitment

More than 750 positions to be filled in 2021

STIB remained an attractive employer in 2020, receiving 40,119 applications. The public transport company recruited 884 people externally. If we add the figures for internal mobility, a total of 1,343 posts were filled.

STIB is continuing to recruit new employees, with more than 750 positions to be filled in 2021. These recruitments are mainly intended to increase its driving staff. STIB is also looking for technical staff, security staff, staff for the signalling department, as well as people managers and candidates with data-related skills (IT, marketing, networks).

Although the health crisis has not had an impact on the number of vacancies or on recruitment, STIB has had to adapt to attract new recruits: reports and portraits of employees in the press, campaigns on specialised job sites, virtual job fairs (Jobinars), more original campaigns on bread bags distributed in bakeries or posters in more unusual places (public toilets, supermarket trolleys, digital valves, etc.). Some of the job interviews were conducted by video conference.

STIB has also continued its Young Starters programme, which offers young graduates and junior profiles employed with permanent contracts the opportunity to carry out 3 missions in different STIB departments, with the opportunity of choosing their future "profession" as a bonus.

Socio-professional integration

A first job at STIB

Despite the pandemic, STIB continued to support the professional integration of young Brussels residents by offering them a first professional experience with its multimodal agents, in collaboration with Actiris. This is how 85 young people were able to join the STIB's field teams for a year. The main aim of this project is to attract and train new employees, while allowing these young people to face the realities of the world of work. At the end of this period, the young people were invited to take part in a reorientation interview, giving them the opportunity to apply for a permanent job within STIB. In total, 82 first employment contracts (CPE in French) were signed for the functions of a multimodal collaborator, as well as 3 transitional internships (STE in French).

In the context of its collaboration with the PHARE (Disabled Person Autonomy Sought) service of Cocof and the non-profit organisation DiversiCom, which facilitates the employment of people with disabilities, STIB offered a permanent contract to a new employee at the end of their professional adaptation contract (CAP). A new position was created, which highlights their skills and difference: Network signalling inspector. Their mission is to improve the signalling on the network and, consequently, communication with STIB users.

STIB personnel in the spotlight

Several testimonies of recognition

STIB staff earned the recognition of the population and institutions by continuing to transport all those who needed to travel, despite the difficult circumstances of the health crisis.

STIB personnel have been honoured on several occasions. Whether officially, as guests of honour at the 21 July parade, or in a more relaxed atmosphere on the RTBF programme "Les Belges ont la frite". One of the jobs highlighted on the programme "Noël à 11 millions" (“Christmas with 11 million)”, broadcast on Christmas Eve on RTBF, RTLtvi, VRT and VTM, also highlighted a STIB employee, a maintenance agent at the Tram in Haren.

STIB's role has been acknowledged at international level through the appointment of the STIB CEO as Deputy President of the International Association of Public Transport.

Three STIB employees on 21 July

On 21 July, three STIB employees were guests of honour at the National Day parade. This was a way of officially thanking all the staff of the Brussels public transport system, who, even in a health crisis, have done their utmost to enable passengers to reach their destination safely.

The STIB CEO at the UITP

In July, STIB CEO Brieuc de Meeûs was appointed Deputy President of the International Association of Public Transport (Union Internationale des Transports publics - UITP). He joins President Pere Calvet and Secretary General Mohamed Mezghani in addressing the many challenges facing the organisation in this time of crisis.

He has been given this prestigious role at a crucial time when public transport is more essential than ever. And it is a real opportunity for STIB to help to construct tomorrow's world.

Dispatchers on top form

The RTBF programme "Les Belges: toujours la frite!" focuses on the heroes of the COVID-19 crisis: frontline staff, locked-down families, etc.

In the programme broadcast on Tuesday 3 November 2020, the presenters were particularly keen to thank all the STIB employees who continued to keep Brussels moving during this health crisis. How? By symbolically delivering fries (frites) to the metro, tram and energy dispatchers. It was a wonderful surprise for the staff.

Training

The STIB Academy reinvents itself

9,843 employees
300 professions
432,254 hours of training

In addition to recruiting additional personnel, STIB is also investing in training its employees. Every year, the staff take thousands of hours of training. In 2020, 432,254 hours of training were dispensed throughout the business. But due to the health crisis, the STIB Academy demonstrated its flexibility by hastening the digitalisation of its training.

Two STIB Academy initiatives have been rewarded by two Awards, one for TaalPLANgues and the other for improving the skills involved in bus maintenance jobs.

2020 was also an important year for STIB leadership. The DRIVIN'STIB model is gradually being implemented in the company.

Training employees in digital mode

The STIB Academy had to reinvent itself as a result of the health crisis. Some training courses switched from face-to-face to digital mode. Other training courses were created to support employees and managers in this new mandatory teleworking situation. Training courses such as "Concentration and homeworking", "Bouncing back in times of coronavirus", "Remote management" and "Team meetings" were developed. A total of 306 sessions were held online. They had a total of 8,296 participants.

The temporary closure of the training centres led to several delays in the start dates of employees who had to attend driver training, for example. However, training has resumed since the reopening and courses continue under strict sanitary measures. Among the new features, metro drivers can now sit in the driver's cabin of the new M7 simulator.

Two Learning Awards

In October, STIB won the "Learning & Development Award" for its TaalPLANgues. This award supports language learning at the Brussels public transport company. The scope of language training at STIB is currently unique in Belgium.

In December, STIB received the "Learning Award" from Epsilon. This award is recognition of all the work done to improve the skills of the bus maintenance profession. With the arrival of the new hybrid and electric buses, a plan had to be put in place to upgrade the skills required for maintenance-related jobs (move from mechanical to electromechanical or electronic). To support their employees through these important changes, STIB had to strengthen the managerial skills of each local manager. A real leadership path was therefore created, so that they could best support their team in developing their skills.

It is a great way to further professionalise STIB professions.

A new leadership model

The new DRIVIN'STIB model was gradually implemented in the company in 2020. This model, which is a real reference framework, was created in 2019 after various participatory workshops that brought together all levels of the STIB hierarchy.

This model enables managers to better mobilise and develop the skills of their employees. The model will also be used to support leadership development pathways and training, and to ensure coherence, unity and cross-functionality in the development pathways for the entire STIB organisation.

Diversity

At the heart of STIB's values

Diversity is at the heart of the values that the STIB stands for. It is the result of a long business tradition that the public transport company wants to preserve and strengthen at all costs, as it is a gauge of success, harmony and well-being.

To support all forms of diversity (cultural, linguistic, gender, generational, physical, sexual orientation, etc.), STIB has drawn up a first strategic plan, which runs until 2021. But the ambition of STIB's diversity policy goes far beyond that. It is the subject of a new 2021-2026 plan, which is currently being prepared.

STIB's objectives include the 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, affirmation of non-discrimination and equal opportunities, and integration of people with disabilities.

STIB's initiatives were rewarded in 2020 with a Belgian Diversity Award.

A new Belgian Diversity Award

STIB was once again rewarded for its diversity policy in 2020. It received a Belgian Diversity Award from the association United Color of Belgium. STIB was chosen because it is one of the few companies whose diversity strategy is based, among other things, on a better distribution within the company of people presumed to be non-native.

Several initiatives to promote diversity were also organised in 2020. STIB developed a specific "Diversity for people managers" training course to promote diversity and inclusion within its teams. Pilot sessions were held in 2020, to test the content of the training and adapt it if necessary, with a view to integrating it into the training catalogue in 2021.

On 9 March 2020, STIB held the fourth Women Afterwork event, to mark International Women's Day. Female employees were also the leading figures in targeted recruitment campaigns.

In November, 3 female STIB employees took part in the first digital round table, organised by the Womenpreneur-Initiative association, which promotes the role of women in the world of business, technology, innovation and society in general. By participating in the round table, the aim was to show that STIB pays special attention to the involvement of women and to the retention of female talent at all levels of the company.

Employee well-being

A constant concern

Improving the well-being of its employees is a constant concern for STIB, all the more so during a health crisis. This has included the mass distribution of protective equipment and the adoption of specific prevention measures.

STIB has also increased its initiatives to continuously inform its staff of the various rules and instructions concerning COVID-19, and to support and reassure them in this difficult period.

2020 was also the year of social elections. These took place digitally due to COVID-19.

Ensure employee health

Preserving the health of workers included the mass distribution of protective equipment. Millions of items were supplied to staff: masks, gloves, hand sanitiser gels, cleaning kits, plexiglas, etc. STIB also stepped up the cleaning and disinfection of workplaces (with particular attention to vehicle driving positions). It also organised a serological test campaign within the company.

STIB also adopted a series of specific measures, such as the suspension of on-board sales, a ban on boarding via the front door, the suspension of cash payments in BOOTIKs and KIOSKs, the new possibilities of switching services by smartphone for driving staff, the extension of the time slots for people working flexible hours, the end of the "flexdesk" and the extension of homeworking to all functions that allow it. The successful teleworking experience has prompted STIB, like other companies, to start thinking about the partial continuation of this work organisation.

Inform, support and reassure staff

STIB has taken a number of initiatives to keep its staff informed of the various rules and instructions concerning COVID-19, by means of posters, memos, notices, letters from the Directorate-General, videos broadcast in the workplace and on the intranet, via a specific section. Regular reminders have been issued to make employees aware of the barrier measures to be adopted to avoid the spread of the virus.

STIB was also keen to support and reassure its staff, as it was aware of the psychological impact of the health crisis (stress, anxiety, fear of isolation, death of a loved one, contamination, etc.). On this occasion, it recalled that various psycho-social support measures have been put in place within the company over the years: a team of social counsellors present on the ground, assistance to victims of assault and accidents and a psycho-social assistance service that can be reached 24/7 by employees and/or their families.

Throughout the health crisis, STIB also offered support to its teleworking employees, either by creating ad hoc training courses or by digitising many of the courses in its catalogue.

Social elections in COVID-19 mode

The social elections, which take place every 4 years, allow employees to elect their representatives to the various consultation bodies in the company (Works Council and Committee for Prevention and Protection at Work). At STIB, they were held on 19 and 23 November at 18 workplaces. Special measures were taken to ensure employee protection due to the COVID-19 crisis.

But this 2020 election was unprecedented in another way. For the first time, voting was carried out electronically for all employees. The workers voted via PCs installed in polling booths, from any polling station on the STIB sites and in strict compliance with sanitary measures. Employees and managers voted remotely, from their PC, via their workstation or from home.

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