(*) VINCI Academy, Parcours ASF, Parcours Cofiroute, Parcours Escota, VINCI Airports Academy, VINCI Energies Academy, Eurovia Academy, Cesame, Centre Eugène-Freyssinet, Centre Sogea-Satom, ETF Academy, VINCI Construction SI, VINCI Construction Grands Projets.
| 2022 | 2021 | 2022/2021 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Managers | Non- | Men | Women | Other (**) | Total | % | Total | Change | Excl. | |
| Admin and support | 146,391 | 219,598 | 244,411 | 121,575 | – | 365,989 | 6.4% | 322,314 | +13.6% | +4.4% |
| Diversity | 7,864 | 20,767 | 19,928 | 8,652 | – | 28,631 | 0.5% | 28,377 | +0.9% | −20.6% |
| Environment | 26,287 | 58,654 | 63,158 | 21,782 | – | 84,941 | 1.5% | 51,837 | +63.9% | +39.7% |
| Ethics and vigilance | 26,097 | 107,878 | 103,093 | 30,877 | – | 133,975 | 2.3% | 85,062 | +57.5% | −20.5% |
| Health and safety | 308,841 | 2,227,437 | 2,246,704 | 289,539 | – | 2,536,278 | 44.0% | 1,540,904 | +64.6% | +26.2% |
| Languages | 58,729 | 111,591 | 113,994 | 56,326 | – | 170,320 | 3.0% | 109,421 | +55.7% | +33.9% |
| Management | 201,450 | 147,718 | 273,257 | 75,909 | – | 349,168 | 6.0% | 270,187 | +29.2% | +26.4% |
| Technical | 285,301 | 1,590,117 | 1,613,631 | 261,787 | – | 1,875,418 | 32.5% | 1,618,292 | +15.9% | +7.0% |
| Other | 43,789 | 173,774 | 165,892 | 51,655 | – | 217,563 | 3.8% | 105,856 | +105.5% | +67.1% |
| Total | 1,104,749 | 4,657,534 | 4,844,068 | 918,102 | – | 5,762,283 | 100.0% | 4,132,250 | +39.4% | +17.1% |
| Hours of training per employee | 23 | 21 | 22 | 22 | – | 22 | 19 | +15.8% | +14.3% | |
(*) Data checked by the Statutory Auditors (excluding Cobra IS), see page 292 of the 2022 Universal Registration Document.
(**) Given the existence of individuals within the workforce whose gender identity or expression is neither female nor male, this information is not provided for reasons of confidentiality. However, the data on the line referring to the average VINCI salary is calculated in relation to the total number of employees, all genders combined.
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. In 2023, the programme will be extended to communications, environment and health and safety teams. These training actions reinforce those led directly by business line academies.
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, cybersecurity passport programmes and courses to help employees take a more proactive role in their training. In 2022, the Up! platform counted 10,000 electronic resources (in different languages) and more than 100,000 employees who took 190,000 hours of online 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 40,000 employees have taken the training, which is a prerequisite for classroom training courses such as “Transition Leader” and “Responsible Purchasing”. Employees also learn about cybersecurity issues, with more than 110,000 having completed the cybersecurity passport programme.
To improve digital accessibility, VINCI Academy reviewed its platform and implemented the necessary corrective measures to make digital content more easily accessible for people with disabilities. Digital accessibility is essential for people with disabilities and also benefits people whose abilities change with age. This initiative is part of an equality approach and is a fundamental political and social objective in providing equal access to online information and services for all individuals, without discrimination.
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 2022. 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.
