Keolis becomes certified for its commitment to gender equality

First public transport operator to receive this certification
03-08-2016. On 25 February the Arborus endowment fund and Bureau Veritas awarded Keolis with the Gender Equality European & International Standard (GEEIS) certification for its work in promoting workplace gender equality. This achievement is the result of more than ten years of organisational initiatives promoting gender equality. It recognises Keolis’ commitment to integration and diversity within all its subsidiaries as part of an equitable and inclusive workplace culture. This certification was made possible thanks to the efforts of nine Keolis entities: Keolis UK, KeolisAmey Docklands (UK), Keolis Norge (Norway), Syntus (Netherlands), Keolis Commuter Services (USA), Keolis Downer (Australia), KDR Victoria (Australia), KDR Gold Coast (Australia) and Keolis S.A.

The GEEIS certification (Gender Equality European & International Standard)

Created in April 2010 by the Arborus endowment fund (the first global fund supporting workplace gender equality) and Bureau Veritas, the GEIS certification is above all a human resources tool to help guide businesses through the current workplace environment. It recognises organisations that launch initiatives, in Europe and internationally, that promote gender equity and equality.

Gender equality and diversity are two fundamental pillars of Keolis’ organisational strategy. Its work on these issues is particularly pertinent given its social role as a public transport operator.

In light of its growth internationally, Keolis considers this certification both as an endorsement of its existing activities, and also as a means to coordinate initiatives between different subsidiaries. The GEEIS certification is seen a facilitator of dialogue between various stakeholders, be they professional partners, potential candidates, or the general public.

Keolis, an organisation well adapted to social trends

The perseverance of Keolis in relation to gender equity and equality is also the result of its pragmatism in relation to current social trends. Social models have changed and the organisation’s human resources policy needed to be adapted accordingly. Due to a strong increase in the percentage of working women, changes to the traditional family unit, the rise in the amount of shared custody, as well as the increase in the number of double-income households, Keolis has had to rethink its management models and company culture. Continuing to recruit women for the long-term, while remaining an attractive place to work for men, necessitates a more inclusive work culture.

This long-term commitment is seen by Keolis as a source of added value in terms of its corporate image but also its economic performance. The Group therefore sees the diversity and heterogeneity of employees as a real asset in effectively responding to the needs of all its customers.

“For over ten years now, Keolis has set itself a number of key objectives in relation to gender equality. This includes having a diversity of employees in all workstreams, ensuring that women have the best possible chances of obtaining positions of responsibility, making all employees aware of the issues surrounding workplace gender equality and diversity, and applying the principle of “equal work means equal pay” in all subsidiaries. This strategic approach is led by our senior management team and is at the heart of Keolis’ human resources policy”

Michel Lamboley, CEO Group