Experienced KLM: wisdom is priceless

Many KLM colleagues—both on the ground and in the air—have logged countless ‘flight hours’. Their expertise is invaluable to KLM. Nearly half of all employees are over 50, a group that will be heading en masse towards retirement in the coming years. Yet, a growing number of these senior colleagues noticed that recognition and career advancement are not always a given. That’s why Experienced KLM was founded: an employee network to support seasoned colleagues and connect generations.

“Experienced KLM believes in the strength of our 50-plus colleagues,” says Sandy, one of the six board members of the network. “They have so much to offer; sometimes that gets overlooked. We want to raise awareness within the organization about their value—so that everyone gets a fair chance, right up to the end of their career.”

A Network with a Purpose

Why was Experienced KLM established? A large group of experienced employees noticed they were less often invited to job interviews or found their professional growth stagnating. Research shows that younger managers and recruiters tend to unconsciously prefer candidates of their own age, says Jolanda, chair of the network. “KLM needs to be aware of this. Let’s not forget that our company is facing a demographic shift, and the influx of young talent can’t keep up. That’s why it’s crucial to retain talent and knowledge—for the benefit of both our people and KLM.”

People and Approach

Experienced KLM observes, encourages, and advises. “We gather experiences, start conversations, and try to influence policy,” Jolanda explains. “The aim: to create equal opportunities and remove barriers—both for staff and within processes.” This approach works in two directions. “We encourage our target group to be more visible and take control of their careers,” says Sandy. “At the same time, we want the organization to think with age-awareness and a future-oriented mindset.”

In Practice

Although the network is still young, several initiatives have already taken off. For example, Experienced KLM organized a mobility event with organizational psychologist Kilian Wawoe, who encouraged KLM employees to recognize their own potential and the importance of lifelong learning.

A key element is collaboration with other networks to promote diversity, such as YoungKLM. “We want to foster intergenerational dialogue,” Jolanda says. “What do we expect from one another? How can we learn from each other’s perspectives? By bringing generations together, we build stronger teams that make better decisions. Older colleagues bring calm and perspective, while younger ones challenge and innovate. That mix is what makes us stronger.” Sandy adds, “If we appreciate and make use of each other’s strengths, tensions disappear and the organization moves forward.”

The Impact

The effects are already visible. “We see colleagues taking new steps, in part because they now know where to start and who to talk to,” Jolanda says. “That’s exactly the power of this network. It’s not that we arrange jobs for people, but we help them connect, share experiences, and regain confidence in their abilities.” This is good for them, and for KLM: the organization retains critical knowledge, creates diverse teams, and ensures continuity in a tight labor market.

Jolanda agrees: “My dream is that age will no longer play any role in recruitment or career advancement. That we’ll look at CVs and skills, not birth years. Equal opportunities for all—that’s our goal.”