| 2022 | 2021 | 2022/2021 | |||||||
|---|---|---|---|---|---|---|---|---|---|
| Number of women managers | As a % of managers in the workforce | Number of women non-managers | As a % of non-managers in the workforce | Total women employees | As a % of the total workforce | Total | Change | ||
| VINCI Autoroutes | 417 | 37,8 % | 1 844 | 41,2 % | 2 261 | 40.6 % | 2 349 | -3,7 % | |
| VINCI Airports | 530 | 34,5 % | 2 767 | 32,0 % | 3 297 | 32.4 % | 2 905 | +13.5 % | |
| Autres concessions | 186 | 33,0 % | 752 | 45,1 % | 938 | 42.0 % | 733 | +28.0 % | |
| VINCI Energies | 3 678 | 20,4 % | 9 910 | 13,8 % | 13 588 | 15.1 % | 12 483 | +8.9 % | |
| Cobra IS | 296 | 15,3 % | 5 479 | 12,6 % | 5 775 | 12.7 % | - | - | |
| VINCI Construction | 5 156 | 21,1 % | 12 073 | 13,1 % | 17 229 | 14.8 % | 16 797 |
+2,6 % |
|
| VINCI Immobilier et holdings | 526 | 49,3 % | 490 | 70,4 % | 1 016 | 57.6 % | 918 | +10.7 % | |
| Total | 10 789 | 22,2 % | 33 315 | 14.9 % | 44 104 | 16.2 % | 36 185 | +21.9 % | |
| Hors Cobra IS | 10 493 | 22,5 % | 27 836 | 15,5 % | 38 329 | 16.9 % | 36 185 | +5.9 % | |
(*) Data checked by the Statutory Auditors (excluding Cobra IS), see page 292 of the 2022 Universal Registration Document.
VINCI’s general accident prevention policy aims to ensure that everything possible is done to minimise workplace accidents and their consequences in terms of incapacity. Measures to promote the employment of people with disabilities have three main strands: the redeployment of incapacitated staff, the recruitment of people with disabilities, and the use of social enterprises (EA) and sheltered workshops (ESAT) that specifically employ people with disabilities.
This goal to keep people with disabilities employed is primarily driven by VINCI employees taking part in the activities of Trajeo’h, an organisation operating through eight regional delegations that cover all of metropolitan France. Trajeo’h advisers coordinate the aspirations and commitments of people with disabilities, their operational managers and their human resources departments to facilitate the implementation of specific solutions adapted to each situation, such as adaptation of workstations, redeployment within the Group, career guidance or redeployment outside the Group. Yearly health committee meetings bring together representatives from human resources, occupational medicine and Trajeo’h to detect potential situations of disability as early as possible. Their role is to help incapacitated VINCI employees remain in employment and generally support Group companies in France in the area of disability. In 2022, 1,094 people with disabilities were supported in France by the eight regional Trajeo’h delegations. The programme has grown steadily year by year, with support rising 16% from 2021. As part of the “Give Me Five x ULIS” programme in 2022, nearly 500 middle school students with disabilities from France’s priority education network in four regions of the country completed their third-year internship in the Give Me Five format, featuring the adaptations and accommodations needed to offset their various disabilities.
Employees involved in the work of the Trajeo’h delegations are provided with specific training on different types of disability to prepare them to better support people with disabilities: on-the-job impact of conditions such as diabetes, cancer, multiple sclerosis, dyslexia, dyspraxia and dysphasia. The Group’s Inclusion and Diversity Department plans regular coordination meetings for the eight delegations and oversees the entire Trajeo’h programme.
In 2022, €7.1 million of revenue was awarded to companies in Europe with workforces primarily comprised of employees with disabilities.In some countries, legislation requires companies to employ a certain percentage of staff with disabilities (certain sectors are excluded from this requirement). Companies that do not meet the requirement must pay a compensatory levy. This levy amounted to €4.3 million in 2022 for subsidiaries in France.
| 2022 | 2021 | 2022/2021 | |||||||
|---|---|---|---|---|---|---|---|---|---|
| Managers | As a % of managers in the workforce | Non-managers | As a % of non-managers in the workforce | Total | As a % of the total workforce | Total | As a % of the total workforce | Change | |
| VINCI Autoroutes | 38 | 3.4% | 455 | 10.2% | 493 | 8.8% | 468 | 8.1% | +5.3% |
| VINCI Airports | 7 | 0.5% | 54 | 0.6% | 61 | 0.6% | 57 | 0.6% | +7.0% |
| Other concessions | 2 | 0.4% | 11 | 0.7% | 13 | 0.6% | 13 | 0.8% | 0.0% |
| VINCI Energies | 282 | 1.6% | 1,586 | 2.2% | 1,868 | 2.1% | 1,765 | 2.1% | +5.8% |
| Cobra IS | 12 | 0.6% | 354 | 0.8% | 366 | 0.8% | – | – | – |
| VINCI Construction | 212 | 0.9% | 1,620 | 1.8% | 1,832 | 1.6% | 1,765 | 1.5% | +3.8% |
| VINCI Immobilier and holding cos. | 6 | 0.6% | 17 | 2.4% | 23 | 1.3% | 25 | 1.5% | −8.0% |
| Total | 559 | 1.1% | 4,097 | 1.8% | 4,656 | 1.7% | 4,093 | 1.9% | +13.8% |
| Excl. Cobra IS | 547 | 1.2% | 3,743 | 2.1% | 4,290 | 1.9% | 4,093 | 1.9% | +4.8% |
(*) Data checked by the Statutory Auditors, see page 292 of the 2022 Universal Registration Document.
