Being a responsible employer
Diversity, equal opportunity and giving employees a stake in our growth and performance are among the central tenets of our Manifesto. That is why, at VINCI, we are committed to building inclusive workplaces, offering opportunities for training and mobility to all our employees, and sharing the benefits of our success with them. We focus on sustainable employability as a key driver for our future development.
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Developing our employees’ skills
As a group of entrepreneurs motivated by humanistic values, we firmly believe that the continuous development and enhancement of skills raise the level of the Group’s human capital and drive performance, while promoting the employability of individuals and solidifying their career paths. Taking a long-term view, our policy to anticipate and match skills and jobs with future needs is the direct reflection of these convictions. Our aim is for every employee to achieve fulfilment in their work. This may entail geographical or functional mobility, which it is our duty to prepare by coordinating all the necessary interconnections. That is why we have set out policies, but also introduced knowledge management and transfer tools.
Target
100%
sustainable jobs
Our area of action
- We guarantee professional training for everyone that matches the employee’s career aspirations with the needs of the organisation, with a minimum of 20 hours of training per year for each employee.
- We design and implement innovative tools for skills development, such as our e-learning platform Up!, available to all VINCI entities.
- We leverage innovation in digital technology and other fields to develop tools such as Skill Pulse, a standards-based career management solution that enables employees to assess their skills and build associated training and professional development plans.
- We roll out additional training programmes between the Group, the business lines and the various training structures operated by the subsidiaries.
- We provide an in-house platform to facilitate professional as well as geographic mobility. Joining our Group opens the door into a dynamic ecosystem of opportunities in more than 4,000 companies, 22 business lines and 120 countries around the world.
2023 key indicators
+195,000
employees trained, i.e. 74% of the total workforce
22h
of training on average each year per employee
Sharing the benefits of our success
It is essential that all our stakeholders benefit from the Group’s growth and performance in a balanced manner. Accordingly, our shareholders reap benefits in the form of dividends, our customers through the quality of our services and our employees by way of remuneration systems and collective arrangements, including profit-sharing, incentive plans as well as retirement and employee savings plans.
Target
100%
of employees will benefit from a scheme to share in the Group's economic success
Our areas of action
- We're implementing an ambitious and advantageous employee savings plan, in France and abroad, called Castor, which is tailored to applicable legal and tax requirements.
- In France, we offer our employees a retirement savings plan with attractive terms called Percol-G Archimède.
2023 key indicators
205,000
employees worldwide eligible for share ownership programmes, in 45 countries
+90%
of employees in France covered by our employee savings
10.2%
of the share capital owned by employees
Maintaining social dialogue
Our commitment to social dialogue, which we have enshrined in our Manifesto, is an essential factor in the Group’s success and contributes to rallying widespread support around its collective vision. It thus contributes to the Group’s all-round – i.e. social, economic, health and safety – performance.
This commitment reaches every level in the Group, as required by its decentralised organisation. In France, these key notions are embedded in the agreement to promote social dialogue, which applies to all Group entities and to all parties involved in labour relations. At central level, the Group Works Council (covering France) is a prime channel for conversations with employee representatives about key workforce-related matters as well as the Group’s financial position, current affairs and outlook.
The European Works Council is the prime channel for information and dialogue between management and employee representatives from all European Economic Area countries where VINCI has more than 500 employees, Switzerland and the United Kingdom. Its main purpose is to improve worker information and consultation.
Our areas of action
- Creation, within the European Works Council, of a dedicated CSR Commission supplemented by supra-legal working groups on co-defined themes;
- Transparency of information provided to employee representatives (acquisitions and disposals, environment, safety, ethics, social issues, etc.);
- We offer innovative training sessions for Group Works Council and European Works Council members, extended to include CSR and strategy issues;
- Provision of supra-legal resources, including communication tools designed to improve access to information and cooperation between representatives.
- Our subsidiaries negotiate and sign collective agreements, taking account of the realities on the ground to improve both working conditions and hygiene, health and safety conditions as well as the organisation of working hours;
- Each entity that meets the conditions sets up a Social and Economic Committee within which social dialogue takes place. These may be supplemented by supra-legal dialogue bodies corresponding to the organisation of the sectors of activity.
2023 key indicators
1,568
collective agreements signed
8,580
employees serving as employee representatives, 78% of which in French companies
Advancing equality of opportunity
Target
30%
of management positions and seats on the Group’s management committees to be held by women by 2030
We have a concerted and proactive policy to promote equal opportunity, aimed at eradicating all forms of discrimination, structuring inclusion and fostering diversity (across gender, age, origin, and physical, psychological and other personal traits). At every level in the Group, we work with a network of more than 600 coordinators who raise awareness and provide training on these topics in all Group companies.
We also support this policy by encouraging Group companies to secure official accreditation for their measures to enhance inclusion and diversity.
Our areas of action
- Through our Inclusion and Diversity Department, we manage a network of more than 600 coordinators who meet twice a year and work with the Group’s business lines and companies to organise awareness and training initiatives on inclusion and diversity.
- We take part in the work of structures such as the Association Française des Managers de la Diversité (AFMD), which brings together more than 180 companies, institutions, universities and organisations to promote inclusive and respectful workplaces.
- We have forged a partnership with the Elles Bougent association, which aims to encourage young girls to take up careers in engineering and technology. VINCI has a network of over 800 mentors and relays who go out to meet girls and young women to encourage them to consider careers in science and technology.
- We have included gender diversity as a theme in the training programs for the Group's operational managers.
- We provide all Group employees with training and awareness-raising modules on the obstacles to inclusion (combating ordinary sexism, gender stereotypes, etc.), as well as a platform to test the resistance of the company's processes and the practices of its managers to the risks of discrimination in working life.
- Every year, we assess our performance in terms of equal pay and access to promotion through the Gender Equality Index. This index is also deployed internationally.
- We support the recruitment of people with disabilities and work with Group employees inducting new coworkers with disabilities through Habileo’h, an in-house organisation we set up in 2021.
- We also support Group companies in France with their measures to keep people with disabilities in jobs, notably by facilitating the redeployment of incapacitated employees through Trajeo’h, our network of non-profits.
- We outsource to companies with workforces primarily comprised of employees with disabilities through our in-house network Supplyeo’h.
- We assess our performance in relation to equal pay and promotion policies each year through the gender equality index instituted by the French Ministry of Labour.
- We are working to deploy the gender equality index worldwide.
- We encourage our companies around the world to obtain diversity certifications.
- Several of our companies have been awarded diversity labels, in France and the United Kingdom in particular.
- We are committed to stepping up promotion of local managers and generally facilitating local employees’ access to positions of responsibility while driving strong international expansion.
2023 key indicators
22.2%
of our managers are women
82/100
Average score for the Group’s French companies eligible to report the gender equality index
1,000
employees received long-term job offers through Trajeo’h (8,000 in total to date)
€6.5m
Total revenue for work outsourced to companies in Europe employing a majority of people with disabilities
Protecting the health and safety of our employees, temporary staff and subcontractors
As a responsible employer and due to the nature of our business activities, we pay very particular attention to the health and safety of everyone working on our construction or operating sites, whether they are VINCI employees, temporary staff or subcontractors. We have established a comprehensive health and safety policy to address all risks. We aim to achieve zero accidents.
Because it is our responsibility to ensure access to protection and support for everyone involved in our shared project, VINCI is rolling out social protection minimum standards in more than 100 countries in which it is present in two core areas: life insurance and parenthood.
