Translations Best practice in Spanish version Best practice in French version Best practice in English version

KEOLIS LILLE promotes the preservation of Senior people’s jobs

2. Human Rights

Diversity, equal opportunity, and fighting discrimination


Keolis Lille, a Keolis Group subsidiary, operates the Lille Metropolitan area public transit system. With its activity tied so closely to urban services, this company has been devoted to the issue of Sustainable Development, focusing not only on environmental protection but also the building of social links via employment opportunities and services benefiting transit passengers (170 million trips provided in 2013, with 60 metro stations laid out on 2 lines, 45 bus routes and 2 tramway lines). Keolis Lille is definitely committed to combating all forms of discrimination both during hiring decisions and throughout its employees' careers.


  • Combat all forms of employment discrimination tied to age
  • Maintain senior employees in the workforce even if their trades are physically demanding
  • Recruit seniors as job market conditions create the need to hire more than 700 drivers over the next 7 years


Since December 2009, Transpole has been enforcing a "Senior Plan" in favor of senior employment. To better accommodate the significant expansion in its service offering and in response to the departure of many retiring bus drivers, Keolis Lille faces the challenge of recruiting new bus drivers. As part of its employment policy, TKeolis Lille will give seniors the opportunity to work as bus drivers and, in exchange, benefits from their unique profiles. Their experience, ability to handle stress, cool-headedness, show of maturity in dealings with others are among the advantages generating a positive impact on client relations. Focused communication campaigns and forums presenting these job openings, co-sponsored with institutional partners, are held every year to inform seniors of the opportunities available. With their applications validated, the successful recruits attend a paid 3-plus-month training program, following which they are offered a permanent employment contract. At the same time, Keolis Lille is taking steps to retain senior staff working in physically demanding positions. The objective set is to achieve a 90% retention rate for employees 55 and older. As such, personnel in this age bracket can benefit, should they desire, from an annual physical exam rather than once every 2 years. If their state of health prevents performing the same job, seniors will receive priority placement in other openings company-wide. When creating new services, positions are specifically reserved for seniors: 9 posts have been reserved for the most senior staff during the 2012 launch of the "Vieux Lille" shuttle servicing the city's historical center. Developing seniors' versatility also enhances their opportunities as new posts open. Bus drivers may, for example, undertake missions with a commercial orientation or perhaps transition into driving tramway vehicles. Working hours are also adapted, especially for bus and tramway drivers, in order to limit shifts on weekends, holidays, mornings before 8 and evenings after 8. Moreover, to facilitate skills transfer to younger generations, instructor positions are approved in the company on a priority basis for seniors. 42% of all instructors are 45 and over. Lastly, mentors are appointed to the task of hosting new hires while still showcasing the capacities of seniors.The results of indicator measures are presented annually by senior management to the company's Works Council.
Best practice selected by World Forum Lille in 2010 and updated in 2014


  • Recruitment of personnel with attractive backgrounds to benefit client relations
  • Transfer of skills to the younger generations


  • Hiring opportunities for individuals often denied access to the job market
  • Retention of seniors in their current posts with accommodation for their specificities, at a 99% rate in 2011
  • Since 2009, 86 new hires in the 50+ age bracket
  • Number of employees 50 or older as of December 31st, 2012: 680
2850 (2014)
310 M€ (2013)


24 bd Carnot
59000 LILLE


Thierry DUC, Directeur Qualité et Développement Durable

Mise à jour le 29/06/2016

Creative Commons Attribution This work by Réseau Alliances – World Forum Lille is licensed under a Creative Commons Attribution-Non Commercial-NoDerivs 3.0 Unported License.