As of 31 December 2016, the Brussels public transport company had 8,295 employees (or 7,975.56 FTEs). This represents a 4% increase in the workforce compared with 2015 and a growth of more than 40% in employee numbers since 2000. The company recruited 1,010 employees during the year. In addition to the 243 internal transfers, 767 new employees joined the business. The majority of these were driving staff (42.4%) and workers (32.5%). 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 a number of significant network development projects.
The new employees who joined STIB in 2016 included increasing numbers of women. Recruitment campaigns targeting female candidates contributed to this increase: 15% of new recruits in 2016 were women. Women represented 9.78% of the business's personnel at the end of 2016. This is a positive change that STIB wants to continue in the coming years. To do this, the business's female employees are our ambassadors of choice: presence on the visuals of targeted recruitment campaigns, portraits on social media, testimonies and hosting of job-days.
Recruiting new talent
STIB accounts for more than 300 different professions. These include driving staff, but also engineers, mechanics, bodywork technicians, graphic designers, administrative staff, IT staff, ... as well as the very specific professions relating to bus, tram and metro maintenance. Recruitment is therefore a highly challenging task! STIB holds regular Job Days to find employees with the right profiles. It innovated in 2016 by co-organising a Public Transport Saturday Job Fair with the railways (SNCB, Infrabel and HR Rail), De Lijn and the TEC. This was the first time that an entire sector had joined forces to recruit similar profiles. At the end of the year, it also organised a Career Event specially focused on technical profiles. In 2016, STIB participated in a total of 25 job fairs and 5 school events and fairs and welcomed 118 interns.
In 2016, STIB continued its collaboration with Actiris, the Brussels Regional Public Employment Organisation. Again this year, more than one hundred low-qualified young people were able to enjoy their first professional experience with some of STIB's multimodal agents. This year-long guidance is beneficial both for the young person and for STIB. It allows the company to attract and train new employees and young agents to experience the reality of the world of work. In total, 109 first-job contracts (CPE) were signed for the duties of a multimodal collaborator, as well as 12 transitional internships (STE).
In addition to recruiting additional personnel, STIB is also investing in training its employees. Employees take 300,000 hours of training every year: training in driving and technical training, as well as stress management, communication, languages and managerial attitudes. In 2016, 283,941 hours of training were provided at all levels of the company. A total of 7,208 employees benefited. STIB also updated part of its training offer, including training in psychosocial risks, which will be compulsory for all employees in the next three years.
Ensuring well-being at work
STIB is attentive to the well-being of its employees. For this reason, a range of different psychosocial support measures are being introduced within the business: 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. STIB is introducing a specific psychosocial aid unit following the events of 22 March: 4 external psychologists who specialise in crisis situations supported STIB's 8 social counsellors. More than 400 interviews took place between 23 March and 8 April. Group debriefings were also held for the most affected teams. The unit is present every day in all workplaces.
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. Brochures have been produced for all employees on sleep, physical activity and food. The focus is on good practices and well-being advice. Addiction prevention has not been forgotten. STIB has a zero-tolerance policy for drugs and alcohol in the workplace. This is a preventive measure to target the safety and well-being of employees and comes under a collective labour agreement (CCT100). Under certain conditions supported by management, the moderate consumption of alcohol may be authorised at the end of a shift in the event of a celebration. STIB plans to provide support for employees suffering from addictions.