2022 Universal Registration Document

Key Data

Frequency and severity rates of lost-time workplace accidents by business line, with change (*)
  Frequency rate Severity rate
  2022 2021 2022 2021
VINCI Autoroutes 3.40 5.82 0.46 0.61
VINCI Airports 7.31 7.38 0.35 0.24
Other concessions 2.68 3.22 0.13 0.06
VINCI Energies 5.33 5.20 0.31 0.32
VINCI Construction 5.95 6.00 0.48 0.50
Group (excl. Cobra IS) 5.71 5.74 0.40 0.42

(*) Data checked by the Statutory Auditors (excluding Cobra IS), see page 292 of the 2022 Universal Registration Document.

Number of days lost through recognised occupational illnesses and severity and frequency rates, with change (*)
  Group (excl. Cobra IS) Of which France
  2022 2021 2022/2021 change 2022 2021 2022/2021 change
Days lost through recognised occupational illness 77,094 81,641 −5.6% 75,794 81,115 −6.6%
Recognised occupational illness frequency rate (**) 0.82 0.95 −13.7% 1.97 2.36 −16.5%
Recognised occupational illness severity rate (***) 0.20 0.21 −6.5% 0.50 0.54 −6.7%

(*) Data checked by the Statutory Auditors (excluding Cobra IS), see page 292 of the 2022 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 (*): 5.71 in 2022 (5.74 in 2021 and 6.60 in 2017)
    • – Temporary staff: 13.03 in 2022 (13.54 in 2021 and 14.40 in 2017)
  • Workplace accident severity rate (VINCI employees) (*): 0.40 in 2022 (0.42 in 2021 and 0.47 in 2017)
  • Percentage of Group companies with no lost-time workplace accidents: 72% in 2022 (73% in 2021 and 72% in 2017)
  • Number of training hours in health and safety: 2.5 million in 2022 including Cobra IS, equating to 44% of training hours (1.5 million and 37% respectively in 2021)

(*) These indicators were verified with a reasonable level of assurance by an independent third party and exclude Cobra IS.

1.2.2 Employee security

Given the large number of countries where the Group operates, some businesses may be affected by social or political instability manifested in various forms (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:

  • monitoring and mapping of geopolitical and security risks of all countries worldwide, and communication of information about situations to company and project management staff for prevention purposes;
  • security risk assessment from the start of the bidding process to ensure that security issues are taken into account as early as possible;
  • implementation of solutions to protect individuals and property, adapted to the local context in moderate- or high-risk areas (staff drivers, site access protection, security services, etc.);
  • training and awareness programmes on preventing risks for travelling and expatriate employees;
  • audits and special protection plans;
  • discussions with customers regarding the terms for partial or total shutdown of operations if local conditions worsen;
  • monitoring systems and processes for travelling and expatriate employees to manage crisis periods;
  • management of operations in periods of protection depending on the circumstances and nature of the crisis (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.

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 and HEC Paris. VINCI has also partnered with the Cité Internationale Universitaire de Paris since 2019, financing five study grants each year to cover accommodation costs for foreign students. In 2022, VINCI extended its action to include support for students from Group employees (discussions, site and company visits, guidance in finding internships, etc.).