Health, safety and security of employees, temporary staff and subcontractors
|
- – Zero accident objective at all levels
- – Promote a Group-wide safety awareness culture
|
- – Network of occupational health and safety specialists in business lines
- – Health and safety training
- – Mapping of the Group’s major risks
- – Reporting procedure and analysis of near misses, severe accidents and fatal accidents
|
- – Objective to strive for zero accidents
- – Percentage of companies with no lost-time workplace accidents
- – Lost-time workplace accident frequency rate (employees and temporary staff)
- – Lost-time severity rate (employees)
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 |
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1.2 Pages 177-180
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Employability and skills development
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- – Promote sustainable employability by developing skills and sharing the benefits of performance
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- – Employer brand campaign and improvement of new employee orientation process
- – Innovative upskilling tools
-
– Development of complementary training programmes between the Group and business lines
- – Ambitious employee share ownership programme and other employee benefits.
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- – Percentage of permanent employment contracts among new hires
- – Average number of training hours per employee
- – Total amount of social benefits paid by the Group to its employees
- – Percentage of employee ownership in VINCI’s share capital
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1.3 Pages 180-185
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| Social dialogue |
- – Ensure continuity in social dialogue via a decentralised organisation to better reflect the needs of each business line
- – Advance social innovation within the Group and create new forms of dialogue
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- –Establishment of an online platform for exchanges between members of the European Works Council (EWC)
- – Innovative training for the Group Works Council (GWC) and EWC members
- – CSR Committee for the EWC
- – Consultation Committee for the GWC
- – Collective agreements
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- – Number of collective agreements signed
- – Percentage of Group employees covered by collective agreements outside France
- – Number of employees worldwide serving as employee representatives
|
 |
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1.4 Pages 185-187
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Inclusion and diversity
|
- – Overarching inclusion objective: prevent all forms of discrimination and promote equality
- – Develop a diversity culture
- – Promote gender equality
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– Support people with disabilities
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- – Network of diversity coordinators
- – Training to develop inclusive management
- – Self-assessment tool on discrimination
- – Accreditation for certain Group companies
- – Targets relating to the proportion of women in management and senior leadership roles
- – Work on the inclusion of people with disabilities
|
- – Targets: increase the percentage of women hired or promoted to management positions to 28% and the percentage of women members on the Group’s management committees to about 17%
- – Number of companies with diversity accreditation
- – Gender equality index in France.
- – Percentage of women managers
- – Percentage of female senior executives (management and executive committees)
- – Percentage of managers and non-managers with disabilities
|
|
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1.5 Pages 187-190
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| The Group’s socio-economic contribution to local communities and regions |
- – Strong local roots and contributions to regional development, work to improve acceptability of Group projects
- – Maintain social cohesion in regions through professional integration
- – Relations with civil society, customers and users
|
- –Measurement of the socio-economic footprint of businesses in France and for a number of projects
- – Further development of VINCI Insertion Emploi (ViE), the Give Me Five programme and other actions to promote integration
- – Employee engagement and support for initiatives via the Group’s foundations
- – Dialogue, consultation and exchange with stakeholders, regional leaders, customers and users
|
- – Number of people on ViE integration programmes
- – Number of integration hours under ViE programmes
- – Number of social joint ventures
- – Number of employee sponsors
- – Total amount paid by Group foundations to non-profit organisations
|
|
|
2.1 Pages 190-197
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Relations with suppliers and subcontractors
|
- – Develop a responsible purchasing approach
- – Support the development of suppliers and subcontractors
- – Take social and environmental criteria into account in the Group’s purchases
|
- – Strengthened governance of responsible purchasing
- – Dissemination of a practical guide on responsible purchasing
- – Development and delivery of tools and training
- – Implementation of a supplier self-assessment questionnaire and CSR improvement plans
- – Strengthened vigilance and management of social risks in subcontracting
|
- – Percentage of purchases incorporating responsible purchasing criteria
- – Percentage represented by SMEs among the Group’s approved suppliers
- – Number of employees having taken part in training and awareness activities relating to the responsible purchasing approach
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2.2 Pages 197-199
|
Human rights
|
- – Commitment to respect the rights of people and local communities that could be impacted by VINCI projects and to prevent serious human rights violations
|
- – Analysis and mapping of human rights risks associated with business activities
- – Dissemination of VINCI’s Guide on Human Rights
- – Training and e-learning modules
- – Prevention and evaluation programmes
- – Further development of pilot projects on ethical recruitment practices
- – Implementation of a social protection system for all Group employees
|
- – Percentage of Group employees covered by human rights assessments in high-priority countries
- – Number of entities and countries covered by human rights assessments
- – Target to cover 100% of the workforce in high-priority countries by human rights assessments
|
|
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2.3 Pages 199-200
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