| Health, safety and security of employees, temporary staff and subcontractors |
- Zero accident objective at all levels
- Promote a Group-wide safety awareness culture
|
- Network of occupational health and safety specialists in business lines
- Health and safety training
- Mapping of the Group’s major risks
- Reporting procedure and analysis of near misses, severe accidents and fatal accidents
|
- Objective to strive for zero accidents
- Percentage of companies with no lost-time workplace accidents
- Lost time workplace accident frequency rate (employees and temporary staff)
- Lost time severity rate (employees)
|
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1.2 Pages 195-198
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| Employability and skills development |
- Promote sustainable employability by developing skills and sharing the benefits of performance
|
- Employer brand campaign and improvement of new employee orientation process
- Innovative upskilling tools
- Development of complementary training programmes between the Group and business lines
- Ambitious employee share ownership plan and other employee benefits
|
- Percentage of permanent employment contracts among new hires
- Average number of training hours per employee
- Total amount of social benefits paid by the Group to its employees
- Percentage of Group employees covered by the Castor share ownership programme
|
|
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1.3 Pages 199-203
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| Social dialogue |
- Ensure continuity in social dialogue via a decentralised organisation to better reflect the needs of each business line
- Advance social innovation within the Group and create new forms of dialogue
|
- Online platform for exchanges between members of the European Works Council
- Innovative training for Group Works Council and European Works Council members
- CSR Committee for the European Works Council
- Consultation Committee for the Group Works Council
- Collective agreements
|
- Percentage of staff represented by employee representatives
- Percentage of Group employees covered by collective agreements outside France
- Number of employees worldwide serving as employee representatives
|
|
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1.4 Pages 204-206
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| Inclusion and diversity |
- Overarching inclusion objective: prevent all forms of discrimination and promote equality
- Develop a diversity culture
- Promote gender equality
- Support people with disabilities
|
- Network of diversity coordinators
- Training to develop inclusive management
- Self-assessment tool on discrimination
- Accreditation for certain Group companies
- Targets relating to the proportion of women in management and senior leadership roles
- Work on the inclusion of people with disabilities
|
- Target: increase the percentage of women in management positions and on the Group’s management committees to 30% by 2030
- Number of companies with diversity accreditation
- Gender equality index in France
- Percentage of women managers
- Percentage of female senior executives (management and executive committees)
- Percentage of managers and non-managers with disabilities
|
|
|
1.5 Pages 206-209
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| Group’s socio-economic contribution to local communities and regions |
- Strong local roots and contributions to regional development, work to improve acceptability of Group projects
- Maintain social cohesion in regions through professional integration
- Relations with civil society, customers and users
|
- Measurement of the socio-economic footprint of businesses in France and for a number of projects
- Further development of VINCI Insertion Emploi (ViE), the Give Me Five programme and other actions to promote integration
- Employee engagement and support for initiatives via the Group’s foundations
- Dialogue, consultation and exchange with stakeholders, regional leaders, customers and users
|
- Number of people on ViE integration programmes
- Number of integration hours under ViE programmes
- Number of social joint ventures
- Number of employee sponsors
- Total amount paid by Group foundations to non-profit organisations
|
|
|
2.1 Pages 209-215
|
| Relations with suppliers and subcontractors |
- Develop a responsible purchasing approach
- Support the development of suppliers and subcontractors
- Take social and environmental criteria into account in the Group’s purchases
|
- Strengthened governance of responsible purchasing
- Dissemination of practical guides, tools and training on responsible purchasing
- Implementation of a supplier self-assessment questionnaire and CSR improvement plans
- Risk mapping covering all purchasing categories for each business line
- Pilot working groups for three strategic purchasing categories to structure the analysis of supplier risks and the development of appropriate action plans
- Strengthened vigilance and management of social risks in subcontracting
|
- Percentage of purchases made locally Percentages of purchases placed
- with micro, small and medium-sized enterprises and with social and solidarity economy organisations
- Number of employees having attended training or awareness sessions relating to the responsible purchasing approach
|
|
|
2.2 Pages 215-218
|
| Human rights |
– Commitment to respect the rights of people and local communities that could be impacted by VINCI projects and to prevent serious human rights violations |
- Analysis and mapping of human rights risks associated with business activities
- Dissemination of VINCI’s Guide on Human Rights
- Creation of the Fair Recruitment Toolkit for Employers & Service Providers with B4IG
- Training and e-learning modules
- Prevention and assessment programmes
- Development of pilot projects on ethical recruitment practices
- Implementation of a social protection framework offering minimum guarantees for all Group employees
|
- Percentage of Group employees covered by human rights assessments in high priority countries
- Number of entities and countries covered by human rights assessments
- Target to cover 100% of the workforce in high-priority countries by human rights assessments
|
|
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2.3 Pages 218-219
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