Human resources

The drivers of mobility

10,355 employees

Although it began with some reminders of the health crisis, the year 2022 was mostly about getting back to living in the city. The STIB has continued to implement numerous measures for the constant improvement of its transport offer, thanks to the involvement of those who make the network and its workings function, in the field or behind the scenes, 365 days a year.

In 2022, 705 new employees joined the STIB. At the end of the year, the Brussels public transport company had a total of 10,355 employees, or 10,113 full-time equivalents. This represents a growth in the workforce of +1.31% when compared to 2021.

These are the men and women who, on a daily basis, work for the mobility of Brussels and for the service of all those who move around the capital every day.

11.02% of them are women

The STIB is continuing its efforts to increase the proportion of women in the company, which has been historically very male-dominated. Gender diversity is an added value within the teams. In 2022, 37% of the employees hired were women. In order to increase the number of female candidates for recruitment, the STIB is conducting campaigns aimed at deconstructing gender stereotypes and encouraging more women to embark on a career in driving, technical or security jobs.

In 2022, the proportion of women in the company reached 11%. It increased slightly in the number of drivers (+0.2%) and more significantly among managers (+5%) while it decreased slightly among employees (-1.2%) particularly impacted by the high mobility of the job market which companies faced in 2022.

The bi-annual analysis report on the wage gap shows that women are overall better paid than men at the STIB in 2021 and 2022. This difference reflects their better position within the company, which is good news for women at the STIB. The classification and remuneration systems also guarantee transparent, progressive scales, equal valuation of experience and equal application, regardless of gender.

Top Employer for 2023

In order to continuously improve its qualities as an employer and to remain competitive in an increasingly tight employment market, the STIB undergoes an annual external audit, which evaluates all matters related to human resources. In 2022, the Brussels public transport company was awarded the Top Employer label for the 9th year in a row.

The title recognises companies which are committed to providing the best possible working environment for their employees through clearly defined processes and innovative human resources practices. Among the criteria examined by the Top Employer Institute, we find the welcoming of employees, the training and development of their skills and the benefits offered to them.

Recruitment

The STIB is always looking for new talent

600 positions to be filled in 2023

The STIB is carrying out a large number of projects aimed at improving mobility in Brussels: increasing frequencies, new lines, new trams, metros and electric buses, new signalling for the metro, adaptation of depots for the electrification of the fleet, digitalisation and so on. In order to meet these challenges, the Brussels public transport company is constantly looking for new talent.

The majority of the positions to be filled are in driving, with 200 offers of working on buses, 130 on trams and about 50 in the metro. These commitments are necessary for the introduction of new vehicles, new routes and increased frequency. The STIB is also looking for personnel to accompany passengers on the network and ensure their safety, as well as technical profiles for the maintenance of vehicles and infrastructure and the development of new projects.

The recruitment challenge

The STIB is not short of ideas for attracting new candidates. Every year, hundreds of new people are recruited to meet the challenges of mobility in Brussels.

In 2022, the STIB has recruited - both internally and externally - more than 1,200 employees, including:

• more than 500 employees, including more than 100 in the Infrastructure department alone;
• approximately 700 workers, including about 375 solely for driving.

In order to achieve this, the Human Resources teams have:

• reviewed some 18,500 CVs;
• conducted over 3,000 interviews;
• organised more than 2,000 test sessions.

Socio-professional integration

Strengthening the socio-professional integration

The health crisis has left its mark on young people in particular: dropping out of school, difficulties in finding a job in certain sectors, etc. For several years now, the STIB has been working with Actiris in order to enable young people in Brussels to find their first job and to enter the job market.

Of the 100 young people who joined the STIB in 2022 as multimodal employees, 75 had a positive reorientation interview concerning their access into a new position within the company. Since 2014, 44% of the young people who have benefited from this integration scheme are still active within the STIB. These figures show the importance and benefits of this personalised approach.

In 2022, the STIB made further improvements to the integration pathway with the introduction of a coaching booklet, exit interviews, and a revised process for the monitoring of trainees by local management.

Young Starters: a springboard for employment

In order to attract engineers and technical graduates, the STIB launched the "Young Starter" programme in 2017. It allows young graduates, with little or no professional experience, to carry out three eight-month assignments within the STIB, in three different departments, and thus choose the field best suited to their expectations.

In 2022, eight Young Starters, with civil, industrial or technical bachelor's degrees, chose the STIB in order to start their professional career. In 2023, the STIB aims to welcome eight new Young Starters. This win-win operation is a real opportunity for the STIB to attract and recruit these highly sought-after profiles on the job market.

Training

The STIB cultivates its talents

642,976 training hours

If recruiting is a challenge, developing the skills of employees is also one. Every year, the STIB trains hundreds of new employees to drive its buses, trams and metro trains. In addition, continuing education is essential for growing into a position, acquiring new skills or moving to a new position within the company. New training courses are created each year according to the needs, the specific programmes which have been put in place, or the identified points for improvement.

In 2022, the Metro Training Centre trained staff with regard to the specifics required for the new M7 metro trains. It also prepared for the next phase of training scheduled for 2023, focusing on the new CBTC safety system as well as the new control system.

On the surface the return to a more vibrant city life has gone hand in hand with an increase in the presence of light users and car traffic on the public highway. The tram has developed a new training course for raising awareness among its drivers of the best practices to adopt in order to avoid accidents, but also to reduce their energy consumption by adopting a smoother driving style.

A tailored training programme aimed at helping field officers deal with gender-based harassment and welcoming and supporting victims began in 2022.

The leadership path, Drivin'STIB, which began in 2020, continued throughout 2022: nearly 500 people were trained while the leadership model was integrated into the training path for new managers.

Supporting the evolution of the network

More than 550 people trained to drive

The arrival of new vehicles and technologies on the network is accompanied by new training needs. In the metro, the commissioning of the M7 metros and the installation of the new CBTC signalling system require training for technical, maintenance and driving personnel with regard to the specific features of these vehicles.

The STIB is modernising its fleet, but also its network. The new signalling and security system for the metro will shortly be operational. Dispatchers and technical teams must be familiar with its new features. The training courses were developed in 2022 by the Metro Training Centre and will be delivered to the staff involved beginning in 2023.

The Training Centre Surface puts together training for trams and buses. In 2022, a training course entitled "eco-reflexes" was developed. It aims to remind people of the reflexes to adopt in the vicinity of critical locations (approaching a switch or a crossroads for example) as well as the good practices to adopt for a driving style which is more respectful of the environment (to put oneself in neutral to save energy, to anticipate braking and so on).

In 2022, the Training Centre Surface trained approximately 400 bus drivers and 90 tram drivers, while the Metro Training Centre trained nearly 70 people to drive the metro trains.

The customer at the centre of its concerns

The customer is at the heart of the STIB's vision, anchored in its business plan. But what does it mean to be customer-oriented and how does this translate into the daily life of STIB employees? In order to answer this question, the STIB has created a "Customer Welcome Guide" for its staff. This reference document is an integral part of its Brand Book defining the company's brand image. It details the conduct expected of those members of staff who come into contact with customers. This reference system is accompanied by training. In 2022, the STIB Academy organised 5 pilot training courses for about 30 employees. In 2023, "Customer Orientation" training will be deployed throughout the company. They aim at the knowledge of the 3 "PROs" in the Customer Guide (proximity, proactive, professional) and the development of the expected attitudes (empathy, active listening, assertiveness, aggressiveness management and so on).

Developing leadership

Through its leadership model, Drivin'STIB, the STIB defines the attitude expected from its managers, but also from its colleagues, for an efficient, harmonious and motivating collaboration. The five pillars of this model are:

• giving meaning
• being courageous
• acting with integrity
• being attentive
• encouraging independence

Nearly 500 employees were trained in 2022, which involved a total of 1,898 hours of training. Priority was given to local management as well as to the staff at the training centres and the dispatching centres.

Drivin'STIB will be integrated into the training programme for all new managers.

Diversity

All STIB people, all different

The STIB is one of the largest employers in Brussels. Diversity is at the heart of its concerns and is part of its DNA. The special characteristics of each individual bring value to the company and constitute an asset which it wishes to cultivate.

In 2022, the STIB initiated a participatory process for redefining its neutrality policy. The integration of people with disabilities in the company continued to be a priority in collaboration with the DiversiCom non-profit organisation.

On the occasion of the International Women's Rights Day, employees had the opportunity to participate in a training workshop on the subject of sexism organised by the Touche Pas à Ma Pote non-profit organisation with which the STIB has been collaborating for many years.

The wealth of diversity

In 2021, Ibrahim, who is blind, joined the digital team of the STIB as an intern in order to test the accessibility of the mobile app and the website for visually impaired people. Thanks to Ibrahim's skills and personal experience, the STIB was able to develop a tool which is truly in line with the specific needs of visually impaired people. This experience led to the opening of a permanent position in the IT department of the STIB. Wassime, who is visually impaired, was hired during 2022 and uses his expertise in order to enable an entire community to benefit from the STIB's digital services.

The STIB is also continuing its collaboration with associations active in the professional integration of people with disabilities. In 2023, it plans to expand internship opportunities for people with disabilities.

Rethinking neutrality with the staff

Following an order by the Labour Court of Brussels, the STIB has begun a process of redefining its neutrality policy. This participatory approach is part of a framework set by the Government of the Brussels-Capital Region.

The process, carried out in collaboration with a specialised external partner, C-Lever, involved several stages: field visits, working groups, surveys, focus groups, round tables, project day, etc. Some 200 managers were also trained in managing convictional diversity. The elements gathered during this process will contribute to the development of the future neutrality policy submitted to the Management Committee in 2023.

The 5D approach to harassment

How to react to the increasingly widespread gender-based harassment in public areas? The 5D method is a mnemonic for the adoption of the right reflexes: "distract, delegate, document, direct, dialogue".

On the occasion of the International Women's Rights Day, the STIB offered its staff and passengers the opportunity to follow the Stand Up training of the Touche Pas à Ma Pote non-profit organisation.

Employee well-being

The STIB listens to its employees

“Those who make Brussels move, those who take care of the ones you love”

The STIB takes care of the well-being of its employees and provides them with support during difficult times, either through the support of social advisors or the psychosocial assistance programme. In order to better support the teams, the social advisors have been trained in mediation.

Field staff are particularly exposed to violence, both verbal and physical. Through a shocking campaign, the STIB shared this sad observation and called for more respect towards those who make Brussels move every day.

The year 2022 was also a year of return to normalcy for the staff. The STIB took the opportunity to thank every STIB employee for their commitment during the health crisis during a big staff party. Employees from all departments and all levels of the hierarchy were able to meet in a friendly atmosphere in the STIB Village especially designed for them during the Couleur Café festival.

Shocking words for raising awareness

"Son of a b****, one day you're going to pay for this. You make me ****, you're just a ****. Don't worry, we'll meet again". The Belgian rapper Youssef Swatt's begins the first verse of his song with these shocking phrases. Its aim is to challenge, because these words are what STIB staff are confronted with on a daily basis.

Youssef Swatt's, son of a former bus driver himself, did not hesitate for long to accept to participate in this awareness campaign for the STIB in favour of more respect towards the staff who make Brussels move every day.

In 2022, the STIB recorded 745 verbal assaults on its staff. In addition, there were 102 physical assaults. That is at least two assaults per day. In reality, these numbers are probably higher because the personnel often do not report the assaults which they encounter, especially when they are verbal assaults. Every one of these attacks is one too many.

A helping hand in times of need

Whether it is in the context of professional or personal problems, the social advisors are there to support the employees of the STIB. They also have the possibility of requesting the help of external psychologists free of charge, through the Employee Assistance Programme.

These aids were particularly necessary during the health crisis. In 2022, the opening of the Brussels attacks trial brought back painful memories to the hearts of many colleagues. Psychological and legal support was offered to the colleagues concerned through the social advisors.

The social advisors have been trained to mediate. This conflict resolution method helps teams and management to resolve constructively on occasions some complex professional situations.

An STIB Village at Couleur Café

During the health crisis, the STIB kept on rolling, allowing all those who needed it to get around, to keep Brussels moving and, little by little, to bring it back to life. If this was possible, it is thanks to each and every employee who, in the field or behind the scenes, was committed to enabling the STIB to accomplish its public service objective.

In order to thank them, the STIB organised a big staff party in June 2022 during the Couleur Café festival. All the STIB people were able to meet in a dedicated village adjacent to the festival. An event which will be remembered.

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