Number of days lost through recognised occupational illnesses and severity and frequency rates, with change (*)
| Group | Of which France | |||||
|---|---|---|---|---|---|---|
| 2021 | 2020 | 2021/2020 change | 2021 | 2020 | 2021/2020 change | |
| Days lost through recognised occupational illness | 81,641 | 65,592 | +24.5% | 81,115 | 64,136 | +26.5% |
| Recognised occupational illness frequency rate (**) | 0.95 | 0.95 | 0.0% | 2.36 | 1.88 | +25.4% |
| Recognised occupational illness severity rate (***) | 0.21 | 0.18 | +18.3 % | 0.54 | 0.45 | +19.7% |
(*) Data checked by the Statutory Auditors, see page 268 of the 2021 Universal Registration Document.
(**) Occupational illness frequency rate = (number of recognised occupational illnesses × 1,000,000)/hours worked.
(***) Occupational illness severity rate = (number of days lost through occupational illnesses × 1,000)/hours worked..
Group performance in terms of health and safety
- ● Lost-time workplace accident frequency rate, worldwide:
- – VINCI employees (*): 5.74 in 2021 (5.32 in 2020 and 6.84 in 2016)
- – Temporary staff: 13.54 in 2021 (14.09 in 2020 and 10.54 in 2016)
- ● Workplace accident severity rate (VINCI employees) (*): 0.42 in 2021 (0.43 in 2020 and 0.47 in 2016)
- ● Percentage of Group companies with no lost-time workplace accidents: 73% in 2021 (75% in 2020 and 70% in 2016)
- ● Number of training hours in health and safety: 1.5 million in 2021, 37% of training hours (1.3 million and 38% respectively in 2020)
(*) These indicators were verified with a reasonable level of assurance by an independent third party.
1.2.2 Employee security
Given the large number of countries where the Group operates, some businesses may be affected by various forms of social or political unrest (acts of terrorism, armed conflicts, riots, strikes, etc.), by malicious acts and petty offences (worksite vandalism, theft), or even by serious crimes (assault, kidnapping). The local geopolitical and social context as well as the local security conditions can change rapidly and unexpectedly. This is one of the main factors causing security conditions to worsen for the Group’s employees and subcontractors.
The Group’s Security Department is responsible for assessing, preventing and supporting the management of these risks, which cover risks of large-scale natural and health disasters, by recommending necessary measures, including:
- ongoing monitoring of the geopolitical, social and security context, security risk mapping of all countries worldwide, and communication of information about situations for prevention purposes to company and project management staff;
- security risk assessment from the start of the bidding process to ensure that security issues are taken into account as early as possible;
- specific recommendations for the protection of individuals and property (reception, accommodation and transport arrangements adapted to the local context, site access protection, etc.);
- training and awareness programmes on preventing risks for travelling and expatriate employees;
- audits and special protection plans based on the local context;
- discussions with customers on the conditions of partial or total discontinuation of activities;
- monitoring systems and processes for travelling and expatriate employees to manage crisis periods;
- management of operations in periods of protection depending on the circumstances (lockdown, evacuation, repatriation).
1.3 Employability and skills development
1.3.1 General approach to ensure an attractive positioning, build employability and develop skills
Managers with strong human qualities as well as an entrepreneurial mindset are essential to the effective coordination of a decentralised group. VINCI’s managers are therefore expected to be independent, accountable and able to make decisions that respond to the specific needs of their on-the-ground reality. Sustainable employability and employee upskilling represent key drivers to help VINCI prepare for the future and meet the many technical, digital and managerial challenges it faces.
2021 Universum survey of engineering students in France:
VINCI is ranked in the
Top 10 most attractive employers
To boost employee loyalty and its appeal as an employer, VINCI designs and implements a number of programmes for students, from the final year of middle school to top universities, to teach them about the concessions, construction and energy businesses. Based on the needs of each activity, all Group business lines have forged close, long-term relationships with partner schools such as ESTP Paris, the École des Ponts ParisTech, HEC Paris, and the Institut Universitaire de Technologie de Saint-Nazaire, as well as vocational secondary schools specialised in construction such as Le Corbusier and Les Pannevelles in the Greater Paris area. The strong local roots developed by Group companies make it possible to build these relationships at all regional levels.
For example, VINCI and Fondation INSA set up a five-year partnership in 2018 to promote their model for humanistic engineers.