2022 Universal Registration Document

For example, the training course on inclusion and diversity based on an action learning approach is available for Group employees in French, English, German and Spanish. The programme helps employees to better understand diversity and to develop inclusive practices.

Diversity is an integral part of social dialogue. Ninety-six collective agreements were signed on inclusion and diversity in 2022.

1.5.2 Measures to promote gender equality

Gender equality is one of the major components of the Group’s inclusion and diversity policy. This policy permeates every aspect of an employee’s career path, aiming to enhance equality in employment, training, career development, promotions and pay increases.

This issue is endorsed at the highest level of the Group’s organisation and discussed regularly at Executive Committee meetings. The document listing measures to be taken to help more women move into higher management roles was reviewed by the Executive Committee. This document is intended to establish the Group’s course of action and provide business lines and subsidiaries with steps to follow. Several initiatives were confirmed:

• conduct people reviews at each business line for women occupying managerial positions in operational as well as central functions;
• for each vacant managerial position, especially in operations, systematically include at least one female applicant in the shortlist of candidates;
• simultaneously stress efforts to recruit women, especially outside France, and step up their training in management to help them reach executive positions more quickly.

Women managers are given special attention in people reviews. The percentage of women in management positions was 22.2% at 31 December 2022, rising 6 percentage points in 10 years (16.4% in 2012). Since the publication of VINCI’s Manifesto in 2006, the percentage of women in the Group’s total workforce has risen from 14% to 16.2%.

As a result of the special attention given to management committee positions, six women are now on VINCI’s Management and Coordination Committee: Alexandra Boutelier, Chief Executive Officer of Consortium Stade de France, VINCI Stadium; Virginie Leroy, Managing Director, Residential Real Estate and Regions, VINCI Immobilier; Belen Marcos, President of VINCI Highways and Executive Vice-President of VINCI Concessions; Isabelle Spiegel, Environment Director of VINCI; Jocelyne Vassoille, Vice-President, Human Resources of VINCI; and Valérie Vesque-Jeancard, President of VINCI Railways and Managing Director of VINCI Airports for France, South America and the Caribbean. At 31 December 2022, women held 76, or 17.3%, of the Group’s 439 management committee positions.

To drive this policy, the Group monitors its targets set for 2030 and has set a new goal to increase both the percentage of women in management positions and the percentage of women members on the Group’s management committees to 30%.

Gender equality index: In 2022, 584 Group companies around the world with 50 employees and over were eligible to report the gender equality index. These organisations all showed positive results, reflecting measures already taken by the Group, with room for improvement remaining for companies with the lowest scores. The average score was 82/100. Companies are implementing action plans to improve their score. The index methodology continues to be adapted internationally.