Driving, providing security, assistance or information, maintaining, repairing, cleaning, but also welding, sewing, painting, recruiting, training, drawing, writing... STIB employs more than 10,000 people in over 300 different professions. Each and every one of them is proud to enable more than a million travellers to get around Brussels in a sustainable way every day.
STIB has renewed its Top Employer label, which it has held for 11 years. This recognition underlines its continuous investment in excellence in human resources management and its commitment to the well-being of its employees.
Together, STIB, SNCB, De Lijn and TEC have recorded 5,598 cases of physical and verbal aggression towards their staff in 2023, an average of 15 per day. About a quarter of the attacks faced by staff involve physical violence. In other cases, it is insults or threats. Faced with this alarming situation, the four Belgian public transport companies have launched a joint campaign calling for more respect for their staff.
A total of 1,058 new recruits were hired in 2024. Vacant positions were filled by recruiting 654 new colleagues, while 404 STIB colleagues changed roles or progressed within the company. Internal mobility accounts for almost 40% of recruitments. This figure reflects the wide range of opportunities available within STIB.
Given the specific nature of the jobs at STIB, the company organises numerous training courses, particularly for driving-related professions. In 2024, more than 10,000 STIB staff members completed some 500,000 hours of training.
Whether it is a question of adapting to new vehicles, strengthening customer orientation skills or responding to societal challenges, the training centres respond as best as possible to the needs of the teams:
In 2025, the Metro Training Centre – in charge of training metro staff and field agents – and the Surface Training Centre – for buses and trams – will continue to enrich their content with, among other things, practical modules and simulators to reinforce training on communication with customers and dispatching, a module on hazard perception and a workshop on blind spots for buses.
’Get moving together’ is the slogan of the new recruitment campaign of the STIB, which aims to position itself as a quality employer and highlight the benefits and career opportunities on offer:
The campaign features STIB staff members. It is structured around several job categories at STIB: driving and safety, engineering, IT, support functions and technicians.
Faced with the growing presence of homeless people and drug addicts in metro stations, STIB has implemented a social approach, through the includo project, and a security approach. The security aspect revolves around the recruitment of 40 additional security agents. These agents are assigned to secure the stations.
During operating hours, the officers patrol a large part of the metro and premetro network, responding to reports of anti-social behaviour and the presence of people wandering around. Their presence reassures passengers and contributes to a safer environment. They intervene in the event of incivility, obstruction of the smooth flow of passengers, use of illicit substances or intrusion on the tracks. They are particularly attentive during the critical opening and closing periods. These 40 agents represent a 30% increase in the number of patrol officers on the STIB network.
Through its partnership with Actiris, STIB offers opportunities to young people looking for their first job. At the same time, it ensures the presence of multimodal agents to help, inform and guide its passengers on the network. At the end of a one-year contract, 48% of the agents were hired on a permanent basis by STIB in 2024, mainly as drivers.
For these ’junior’ agents, STIB is a springboard to the job market thanks to their first professional experience alongside experienced ‘senior’ multimodal agents.
In 2024, some 120 senior agents received training to promote intergenerational collaboration and the transfer of skills to their junior colleagues. In 2025, the ’Junior Support’ training course will be integrated into the training programme for new multimodal agents and around thirty senior agents will receive further training.
The 'Training Centre Surface' alone accounts for 165,000 hours of training. In 2024, 170 candidates were trained there to drive trams and 208 to drive buses. In addition to this, there is continuous training. Refresher courses are organised every 5 years for driving personnel. New technologies, changes in regulations and the acquisition of new skills are all subjects that have enriched STIB's training catalogue.
The training centre is evolving to better meet the challenges that STIB faces. Achievements in 2024 include:
The Metro Training Centre (MTC) organised around 110,600 hours of training in 2024 for more than 4,000 participants. These included, among others:
New challenges are on the agenda for 2025 with the introduction of the new CBTC signalling, which goes hand in hand with the new ‘ATS’ regulation system for monitoring vehicles from the dispatching centre, and training related to the new M7 metro trains, for example for troubleshooting and towing.
Through six pillars, the STIB leadership model provides a clear guidance of the management style expected at STIB. This concerns both the behaviour of managers towards their team and the relationships between colleagues. The 6 pillars of leadership at STIB are the following:
After “giving meaning” in 2022, “being courageous” in 2023 and “encouraging independence” in 2024, the main theme for 2025 is “Acting with integrity”. These key principles are translated into objectives for our employees.
The model continues to live and evolve within the company and is gradually becoming integrated into existing processes within STIB.
In order to constantly improve its qualities as an employer and remain competitive in a tight labour market, STIB undergoes an annual external audit, which assesses all aspects of human resources. The Top Employer label is awarded to companies that are committed to providing the best possible working environment for their employees through clearly defined processes and innovative human resources practices. The criteria examined by the Top Employer Institute include staff induction, training and skills development for employees, and the benefits offered by the company.
STIB stands out in particular thanks to:
In the course of two years, STIB has improved its results by 10% in its overall Top Employer score, bucking the trend in the Belgian market, which is slightly going down.
The campaign featured twelve employees of SNCB, STIB, TEC and De Lijn who have been victims of verbal or physical aggression. Each poster showed who they are beyond their uniform: a brother, a sister, a parent, an athlete, a fashion fan, etc. Serving passengers as part of their public service mission, under conditions that are not always easy, public transport staff deserve respect in both their professional and private lives.
Both the management of public transport companies and the political world are denouncing a situation that is constantly worsening, strongly condemning all forms of aggression and calling for preventive and repressive measures.
The majority of vacancies – 703 – were for manual worker roles, supplemented by 355 roles for employees and managers. The greatest demand for labour is in driving roles, followed by technical positions, from maintenance to engineering, including (electro)mechanics and bodywork. Technical profiles are the most difficult to find.
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