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Within Transdev, each employee is followed throughout their whole career by a career manager. Listening and dialogue are the first steps to any acknowledgment of the contribution that each employee brings to the collective performance. Transdev's goal is to portray a coherent social image in this field.

With its unions, the Group has developed openness, in terms of respect and contact. The labour relations in Transdev rely on federative bodies of employees. The European Works Committee and the French Committee are especially dedicated to this aim. These legal bodies provide information and dialogue between the staff representative bodies in the countries where Transdev operates and the board of the Group.

In France, the desire for dialogue has materialised with the implementation of union delegate coordinators and an agreement policy. The Group has decided that all its subsidiaries will adhere coherently to the topics discussed: quality of the dialogue with employees in the networks, mobility and motivation. These measures and behaviors are applied in the other countries where Transdev operates, taking into account the local legal and social contexts.

Beyond the collective discussion, Transdev launched with sociologists, a reflection on the problems of the drivers’ work organisation. Objective: Determine the measures to be taken in order to improve the drivers’ professional performance and to attract more potential candidates. Principles of organisational change were established regarding work schedules, relationships with management, assumption of responsibility and autonomy, as well as the choice of marks. Training and a management kit were defined and are being implemented progressively in the networks.

Transdev opened eleven regional training centres, certified for delivering periodic training for drivers. Through them, each year 7,000 employees are trained, contributing to the enhancement of the industry and all of its aspects: quality of driving (precise, comfortable for the passenger, reactive…), customer relationships, security, regulatory system and periodic training for drivers.

These measures have additional merit since they offer more experienced drivers a personal development focus. By becoming “reference trainers” at these centres, they can enrich their work by sharing the expertise they have acquired.

In order to facilitate its international growth, Transdev develops multicultural shared knowledge: mobility of the managers in the 10 countries the Group is present in, International Volunteer Programme, but also, creation of the Transdev School of Management (TSM) in 2008. Offering an original managerial training programme, the TSM is divided into three pillars: the Managers’ Club, a place to exchange best practices, the Transdev Executive Programme, focusing on in-depth training in day-to-day management and the Corporate Tram Path for senior and operational managers. This “tramway school” is unique and relies on the expertise of Transamo. The TSM is also designed to foster international mobility.

 

With the signing of the Charter of Diversity . Transdev committed itself to recruiting and managing the careers of its teams without any form of discrimination. To uphold these actions, specific training applies to the human resource supervisory staff and managers. With regards to young people who come from various backgrounds, they especially benefit from end of study internship and alternating work and study.

In practical terms, within the training catalogue of the Group, four internships have been implemented. The entire management group in question, approximately 150 people, was trained with regards to 'Managing Diversity'.

Yes. At Transdev, career development has to be homogeneous, regardless of the employee’s gender or nationality. If the direct statistical measurements are not always feasible for reasons pertaining to privacy, we use self-diagnosis. As proof that we take the subject seriously internally, diversity will become one of the criterion for annual performance premiums paid to managers.

Certainly, diversity is a key to remaining in contact and attentive with users on our networks. Our drivers will be better equipped to manage possible tension, inform and communicate with passengers in real time. In Nottingham, drivers/conductors have brought about a decrease in the fraud rate and have increased safety.