Group performance in terms of training
(*) VINCI Academy, Parcours ASF, Parcours Cofiroute, Parcours Escota, VINCI Airports Academy, VINCI Energies Academy, Eurovia Academy, Cesame, Centre Eugène-Freyssinet, Centre Sogea-Satom, VINCI Construction Grands Projets.
| 2021 | 2020 | 2021/2020 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Managers | Non-managers | Men | Women | Other | Total | % | Of which France | Total | Change | |
| Admin and support | 132,238 | 190,076 | 218,819 | 103,495 | - | 322,314 | 7.8% | 191,630 | 262,085 | +23.0% |
| Diversity | 11,372 | 17,005 | 21,682 | 6,695 | - | 28,377 | 0.7% | 14,702 | 13,121 | +116.3% |
| Environment | 14,834 | 37,003 | 40,369 | 11,468 | - | 51,837 | 1.3% | 13,843 | 52,891 |
-2.0% |
| Ethics and vigilance | 23,547 | 61,515 | 59,347 | 25,715 | - | 85,062 | 2.1% | 13,267 | 36,870 | 0.0% |
| Health and safety | 230,516 | 1,310,388 | 1,406,441 | 134,463 | - | 1,540,904 | 37.3% | 800,040 | 1,308,431 | +17.8% |
| Languages | 53,447 | 55,974 | 71,628 | 37,793 | - | 109,421 | 2.6% | 25,844 | 118,696 | -7.8% |
| Management | 164,120 | 106,067 | 212,726 | 57,461 | - | 270,187 | 6.5% | 131,955 | 178,613 | +51.3% |
| Technical | 282,060 | 1,336,232 | 1,403,379 | 214,913 | - | 1,618,292 | 39.2% | 733,747 | 1,390,242 | +16.4% |
| Other | 33,631 | 72,225 | 81,075 | 24,781 | - | 105,856 | 2.5% | 35,582 | 99,923 | +5.9% |
| Total | 945,765 | 3,186,485 | 3,515,466 | 616,784 | - | 4,132,250 | 100.0% | 1,960,610 | 3,460,872 | +19.4% |
| Hours of training per employee | 21 | 18 | 19 | 18 | - | 19 | 20 | 16 | -18.8% | |
(*) Data checked by the Statutory Auditors, see page 268 of the 2021 Universal Registration Document.
● VINCI Academy actions
VINCI Academy designs and rolls out cross-business training courses for VINCI executives and high-potential managers, and for the Group’s central functions, in association with leading institutions (HEC, Sciences Po, etc.) and the business lines, which are responsible for developing their own training courses, through dedicated structures, to meet their specific business needs. Exchanges between VINCI Academy and the business lines, as well as actions to ensure the overall consistency of the programme within the Group, are organised by business line ambassadors or in the context of training Pivot Club meetings. At Group level, VINCI Academy targets operational staff, executives and future executives, as well as staff within central functions (HR, finance, legal), all business lines and countries combined. Its training actions reinforce those led directly by business line academies. Classroom training was tremendously affected by the health crisis, even though activity resumed in the second part of the year.
The new version of the online learning platform Up! covers all business lines and provides a unique space where employees can share content and best practices. Also available on mobile devices, this tool is designed to serve as a comprehensive knowledge base for disseminating the Group’s knowledge, approaches and expertise. The tool includes required modules for certain staff members, such as anti-corruption training and courses to help employees take a more proactive role in their training. In 2021, the Up! platform counted 500 electronic resources (in different languages) and more than 60,000 course registrations, and provided over 28,000 hours of training. Through digital formats and modules translated into several languages, the Group’s values and purpose can be passed on through the content rolled out on VINCI Academy in France and around the world. The “VINCI’s Environmental Ambition” module is a perfect example of this. More than 30,000 employees have taken the training, of which nearly 40% outside France. The module is a prerequisite for classroom training courses such as “Transition Leader” and “Responsible Purchasing”.
A multimodal training programme on gender issues was designed to develop a more inclusive management style within the Group, and customised for rollout to a target group of managers in 2021. The Connect.HER programme aims to increase the percentage of women in management positions, especially in executive bodies.
It supplements online modules such as “The Basics of Inclusion”, open to all employees, and “The Inclusive Manager”, a course designed for wide and immediate distribution via the Up! platform
VINCI is also developing other innovative training methods to offer employees learning formats that are better adapted to their needs. For example, the Group is experimenting with robotics, virtual and augmented reality, and the structured and didactic form of work-based training known in France as action de formation en situation de travail (Afest) at some business lines before rolling them out more widely.
● Training actions implemented by business lines
Business lines also launch their own training actions.
In 2021, the new scope of VINCI Construction was defined amid the ongoing transformation of the Group’s businesses and organisational structures. More than ever, training plays an essential role in developing employees’ skills and creating a shared culture at VINCI Construction. One of the key tasks of the past year was to bring together members from the training network within the new scope. The joint initiatives around ethics, the environment and cybersecurity offered the opportunity to highlight the range of the existing network, while allowing individual entities to continue deploying their own specific programmes. In 2021, VINCI Construction’s network of training centres (in particular Cesame and Eurovia Academy in France) built on the experience gained in 2020 to adapt the training catalogue to employee needs, while aiming to achieve the most effective balance for learning between classroom, mixed classroom and remote or 100% remote formats. Topics focused on developing skills in the Group’s core businesses while maintaining a strong emphasis
on health and safety issues.
