Photo credit (banner): Matthieu Raffard

With their experience, job skills and knowledge of business life, seniors contribute genuine value to SNCF—which is why we work hard to recruit them and keep them employed under the best possible conditions.

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Supporting seniors in the workplace

Amid retirement reform and changing social norms, more people are working longer: by year-end 2016, employees aged 50 and over accounted for 24% of our workforce.

These extended careers are a golden opportunity, both for seniors and for SNCF, so we’ve created a set of policies to support older workers. This includes:

  • a plan to prevent and reduce physical strain on the job
  • a policy that anticipates change and helps them adapt to new needs
  • access to training that enhances their skills and qualifications
  • active opposition to all discriminatory attitudes
  • systems allowing them to adjust their working hours as they near the end of their careers.

Keeping seniors on board: How it works

Reverse mentoring

Launched in 2014, this initiative helps seniors learn to use new technologies and social media through short training modules and support from younger employees.

Career planning days

We organize these events to help seniors take a critical look at their career options, identify their strengths and weaknesses, and adjust their career plans if they need to be reassigned.

Career planning days also include training programmes for seniors. Our goal: a 20% reduction in the number of employees over 50 who have not had training in over three years.

Smooth the transition from work to retirement

As seniors reach the end of their careers, we offer them the option of adjusting their work hours and tapering off gradually.


“When different generations share ideas within a team, they create a powerful tool for updating skills and keeping people employable over the long term.”

Véronique Houssay, Gender Balance and Intergenerational Project leader