2021 UNIVERSAL REGISTRATION DOCUMENT

SUSTAINABLE EMPLOYABILITY AND EMPLOYER APPEAL

— VINCI is committed to improving its employees’ employability by developing their skills through training and building attractive, long-term careers. The aim is to contribute to their mobility and professional fulfilment. This aim is reflected in solid training programmes and a managerial environment that encourages inclusion, autonomy and accountability.

— In 2021, VINCI employees received 4.1 million hours of training. A multilingual e-learning platform includes all the training content available from Group companies, encouraging employees to join in taking a proactive role in their growth and employability. Many training activities are also provided by the business lines.

— Skill Pulse is a standards-based career management tool using artificial intelligence that has already been tested by VINCI Autoroutes and VINCI Construction. Its rollout continued in 2021, notably at VINCI Airports. With a view to enhance sustainable employability, Skill Pulse enables employees to match their skills with vacant job positions, thus supporting their mobility and career development.

— In all countries where VINCI operates, its companies form partnerships with vocational training and higher education establishments by helping build career paths for students. For example, in France, VINCI has a five-year partnership with the Foundation of the National Institute of Applied Sciences (Insa), through which it supports a model for a humanistic approach to engineering embraced by this network of schools.

SHARING AND REDISTRIBUTION

— For the past 25 years, VINCI has applied an ambitious employee shareholder policy involving as many of its employees as possible in sharing the Group’s success and the benefits of its performance. Whatever their income, each employee can open a long-term savings account and at the same time contribute to the Group’s solidarity by increasing employee share ownership. There are two schemes: one for France and the other for the rest of the world. At the end of 2021, more than 160,000 current and former employees, in France and internationally, collectively owned nearly 10% of VINCI’s share capital, making them the Group’s largest shareholder.

— At the same time, the Group provides other employee benefits, especially in France, with a collective retirement savings plan as well as incentive and/or profit-sharing agreements that benefited 96.5% of employees at the end of 2021.

INCLUSION AND DIVERSITY

— As part of its Manifesto commitments, VINCI seeks to promote equal opportunity and prevent all forms of discrimination in its businesses. To ensure the practical application of this policy, the Group has created a network of inclusion and diversity coordinators totalling some 600 employees. In 2021, VINCI received the Or’Normes award for its exceptional work towards achieving a more inclusive society from the French standards association Afnor.

— The commitment to promoting gender diversity – especially in management – was strengthened. The percentage of women in management positions was 21.6% in 2021 (24.4% in France), an increase of six percentage points in 10 years (15.8% in 2011). The gender equality index – rolled out internationally – is used by companies as a common tool to assess equal pay and access to promotion. VINCI is also active in initiatives to encourage current and future female students to pursue professions in engineering and the Group’s areas of business, through its partnership with the organisation Elles Bougent. Almost 700 female employees in France and internationally are engaged in actions to remove gender bias in the Group’s business sectors and professions.

— In France, VINCI maintained a concerted policy to support the employment of people with disabilities,