To promote the model for humanistic engineers, VINCI has partnered with Fondation INSA since 2018. Every year, VINCI deploys programmes aimed at all students from the foundation’s seven schools in France (INSA Centre Val de Loire, INSA Hauts-de-France, INSA Lyon, INSA Rennes, INSA Rouen Normandie, INSA Strasbourg and INSA Toulouse). In 2022, VINCI worked with Usbek & Rica, a French magazine and online community that explores the future of our society, to hold a national eloquence contest across INSA schools. The finalists from each of the seven campuses and special recognition award winners have lent their voice to future generations, to defend what they understand inclusion to mean in business. Since 2020, more than 600 grants have been funded under this partnership between VINCI and Fondation INSA. In addition to these initiatives, VINCI’s engineering community is involved locally in campus mentoring programmes to prepare students to enter the workforce and familiarise them with the types of projects carried out, business activities and challenges.
France’s concrete measures resulting from the country’s apprenticeship reform strengthened VINCI’s commitment to recruit and integrate apprentices, and its role as a responsible employer. The Group continues to develop its vast apprenticeship programme entitled “Apprentissage : VINCI s’engage”, featuring a platform that connects students with training organisations specialised in VINCI’s areas of business. Created in partnership with JobIRL, France’s leading social network for career guidance, the platform is accessible to anyone over 15 interested in engaging in an apprenticeship, from initial training to the highest levels of qualification. To boost the appeal of the apprenticeship option – one driven by passion, excellence and potential for the future – VINCI strengthened its programme in March 2022 by participating in an apprenticeship and work-based training student fair held in Lyon and organised by L’Étudiant, an online media outlet and higher education resource. At the VINCI stand, nearly 500 young people and their parents met with recruiters and young people then on work-based training programmes at Group companies. The Group aims to extend this action to four new regions in 2023.
In continuity with the creation of its in-house consultancy Trust[in] to facilitate the recruitment process by drawing on the influence of professional social networks, in 2022 VINCI continued to develop Habileo’h. Created in 2021 as the Group’s first social mission company, Habileo’h supports the recruitment of people with disabilities, complementing existing Group programmes and the work of the regional Trajeo’h delegations to promote sustainable employability for people with disabilities.
The Group also focused on the successful and efficient integration of its more than 88,000 new hires in 2022. The “Get on Board” digital module for new hires at Group companies is available on VINCI’s e-learning platform open to all employees worldwide. This programme is strengthened by Group wide “Welcome to VINCI” orientation days. Onboarding programmes are also implemented at business line level.
The Group offers employee development plans adapted to its forward-looking management of jobs and skills. VINCI believes that developing sustainable, transferable skills is key to ensuring sustainable employability. A key Group initiative in this area is Skill Pulse, a standards-based career management tool that matches employees’ skills and abilities with business lines’ requirements. In place at VINCI Autoroutes, VINCI Construction and VINCI Airports, Skill Pulse continued to be rolled out in 2022, particularly at VINCI Energies. It is designed to facilitate employee upskilling and career development, as a way of contributing to the performance of Group business lines as they adapt to industry changes. In addition, a mobility database was redesigned and optimised as part of the revamp of the VINCI Jobs career management tool. Group employees can use this database to align their career path based on the job offers available at VINCI companies.
Percentage of permanent employment contracts (*) among new hires: 74.6% in 2022 (55.4% in 2021)
(*) Permanent job contracts, unlimited-term contracts, site contracts.
The development and continuous enhancement of skills increase the value of human resources across the Group and drive performance, while promoting individuals’ employability and career development. Training and skills acquisition are essential ways to guarantee that the fundamentals of the Group’s culture are shared and that knowledge and expertise are passed on between employees, at all VINCI companies and in all countries where the Group operates. These programmes help VINCI meet its customers’ needs, be the best partner to them, and maintain a high level of operational performance among staff. With the trend towards ever more complex and comprehensive engineering structures, new training needs arise as business lines work more closely together and content is adapted to the Group’s international growth. The programmes are also designed to promote the integration and career advancement of every employee by offering an individualised approach, with technical training and meetings devoted to personal and professional development.
Training is being revolutionised by the digital transformation and fast-changing ways of carrying out business activities. Through its flexibility, digital technology is powering new ways of learning and updating skills. VINCI works to prevent a digital divide by making these new technologies widely available to its employees. Lifelong learning is a concept that VINCI hopes to cultivate, particularly by giving managers an active role in developing the skills of their teams.
