2022 Universal Registration Document

• 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 andfatal 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)

1.2

• Promote sustainable employability by developing skills and sharing the benefits of performance

• 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 plan and other employee benefits

• 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 Group employees covered by the Castor share ownership programme

1.3

• 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

• Online platform for exchanges between members of the European Works Council
• Innovative training for Group Works Council and European Works Council members
• CSR Committee for the European Works Council
• Consultation Committee for the Group Works Council
• Collective agreements

• Percentage of staff represented by employee representatives
• Percentage of Group employees covered by collective agreements outside France
• Number of employees worldwide serving as employee representatives

1.4

• Overarching inclusion objective: prevent all forms of discrimination and promote equality
• Develop a diversity culture
• Promote gender equality
• Support people with disabilities

• 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

• Target: increase the percentage of women in management positions and on the Group’s management committees to 30% by 2030
• 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

1.5

• 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

• 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 practical guides, tools and training on responsible purchasing
• Implementation of a supplier self-assessment questionnaire and CSR improvement plans
• Risk mapping covering all purchasing categories for each business line
• Strengthened vigilance and management of social risks in subcontracting

• Percentage of purchases made locally
• Percentage of purchases from small and medium enterprises and from social and solidarity economy organisations
• Number of employees having attended training or awareness sessions relating to the responsible purchasing approach

2.2

• 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 assessment programmes
• Development of pilot projects on ethical recruitment practices
• Implementation of a social protection framework offering minimum guarantees 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

2.3