2022 Universal Registration Document

PROMOTE SUSTAINABLE EMPLOYABILITY

VINCI is committed to improving employability by developing its employees’ skills through training and the creation of attractive and sustainable career paths that contribute to their professional fulfilment. This aim is reflected in a solid training system and a managerial environment that encourages inclusion, autonomy and accountability.

In 2022, VINCI employees received more than 5.7 million hours of training. Employees are encouraged to join in taking a proactive role in their growth and employability by accessing the multilingual e-learning platform, Up!, which includes all the training content available from Group companies. Business lines also launch their own training actions.

The rollout of Skill Pulse, a standards-based career management tool using artificial intelligence, continued in 2022, notably at VINCI Airports, VINCI Construction and VINCI Energies. With a view to ensuring sustainable employability, Skill Pulse enables Group employees to match their skills and build training and development plans that will facilitate their mobility and career development.

SHARE AND REDISTRIBUTE THE BENEFITS OF PERFORMANCE

For more than 25 years, VINCI has pursued an ambitious employee share ownership policy, involving as many of its employees as possible in sharing the Group’s success and the benefits of its performance. Whatever their income, each employee can build up long-term savings and at the same time contribute to the Group’s solidity by increasing the proportion of employee share ownership. Two schemes are available: one for France and the other for the rest of the world. At the end of 2022, around 160,000 current and former employees, in France and internationally, collectively owned nearly 10% of VINCI’s share capital, making them the Group’s largest shareholder.

At the same time, the Group provides other employee benefits, especially in France, with a collective retirement savings plan as well as incentive and/or profit-sharing agreements that benefited 96.7% of employees at the end of 2022.

In 2022, VINCI launched a universal social protection minimum standards, which will be rolled out gradually through to the end of 2024. It will offer baseline guarantees to all employees under contract with a VINCI company, irrespective of their business line, category or country of operation, in two key areas of social protection.

• Social insurance: compensation paid, equal to at least 12 months’ gross base salary, to provide financial assistance for employees and their families in the event of a serious accident (death or permanent total disability), whatever the cause, in professional or private circumstances.
• Parental benefits: introduction of 14-week maternity/adoption leave, paid at full salary, and three days’ second parent leave, paid at full salary, to improve employees’ work-lifebalance during this special time when a child arrives.

CONTRIBUTE TO THE INTEGRATION OF YOUNG PEOPLE AND THE LONG-TERM UNEMPLOYED

VINCI also seeks to help the long-term unemployed, in particular through its ViE social enterprise. This structure manages over a million integration hours annually in France, i.e., half the total number of hours provided in the Group. ViE is committed to sustainable employability and supports Group companies and their partners in implementing the integration clauses associated with their projects, by putting them in touch with local non-profits and specialised structures, in order to build sustainable pathways back into employment. While offering personalised programmes, ViE applies an innovative approach to training centred on soft skills and mapping transferable skills and expertise.