Managers with strong human qualities as well as an entrepreneurial mindset are essential to the effective coordination of a decentralised group. VINCI’s managers are therefore expected to be independent, accountable and able to make decisions that respond to the specific needs of their on the ground reality. Sustainable employability and employee upskilling represent key drivers to help VINCI prepare for the future and meet the many technical, digital and managerial challenges it faces.
To boost employee loyalty and its appeal as an employer, VINCI designs and implements a number of programmes for students, from middle school level to those pursuing undergraduate and graduate degrees at universities as well as engineering and business schools, to teach them about professions in the concessions, energy and construction sectors. Based on the needs of each activity, all Group business lines have forged close, long term relationships with partner schools such as ESTP Paris, the École des Ponts ParisTech and HEC Paris. VINCI has also partnered with the Cité Internationale Universitaire de Paris since 2019, financing five study grants each year to cover accommodation costs for foreign students. Since 2022, VINCI has extended its action to include support for students from Group employees (discussions, site and company visits, guidance in finding internships, etc.).
To promote the model for humanistic engineers, VINCI has partnered with Fondation INSA since 2018. Every year, VINCI deploys programmes aimed at all students from the foundation’s seven schools in France (INSA Centre Val de Loire, INSA Hauts-de-France, INSA Lyon, INSA Rennes, INSA Rouen Normandie, INSA Strasbourg and INSA Toulouse). In 2023, VINCI held a national eloquence contest across INSA schools for the second year in a row in collaboration with Usbek & Rica, a French magazine and online community that explores the future of our society. This contest has again amplified the voices of its finalists from each of the seven campuses and its special recognition award winner to inspire future generations, to defend what role they believe work should play in our lives. Since 2020, more than 700 grants have been funded under this partnership between VINCI and Fondation INSA. In addition to these initiatives, VINCI’s engineering community is involved locally in campus mentoring programmes to prepare students to enter the workforce and familiarise them with the types of projects carried out, business activities and challenges.
France’s concrete measures resulting from the country’s apprenticeship reform strengthened VINCI’s commitment to recruit and integrate apprentices, and its role as a responsible employer. The Group continues to develop its vast apprenticeship programme entitled “Apprenticeships: VINCI is all in!”, featuring a platform launched in 2021 that connects students with training organisations specialised in VINCI’s areas of business. Created in partnership with JobIRL, France’s leading social network for career guidance, the platform is accessible to anyone over 15 interested in engaging in an apprenticeship, from initial training to the highest levels of qualification. To boost the appeal of the apprenticeship option one driven by passion, excellence and potential for the future VINCI strengthened its programme in 2022 by taking part in events to promote apprenticeships. Again in 2023, the Group collaborated with L’Étudiant, an online media outlet and higher education resource, through participation in fairs held in Paris, Nantes, Grenoble and Lyon. At the VINCI stand, nearly 2,000 young people and their parents met with recruiters and Group apprentices.
In continuity with the creation of its in house consultancy Trust[in] to facilitate the recruitment process by drawing on the influence of professional social networks, in 2023 VINCI continued to develop Habileo’h. Created in 2021, Habileo’h supports the recruitment of people with disabilities, complementing existing Group programmes and the work of the regional Trajeo’h delegations to promote sustainable employability for people with disabilities.
The Group also focused on the successful and efficient integration of its more than 92,000 new hires in 2023. The “Get on Board” digital module for new hires at Group companies is available on VINCI’s e-learning platform open to all employees worldwide. This programme is strengthened by Group wide “Welcome to VINCI” orientation days. Onboarding programmes are also implemented at business line level.
The Group offers employee development plans adapted to its forward-looking management of jobs and skills. VINCI believes that developing sustainable, transferable skills is key to ensuring sustainable employability. A key Group initiative in this area is Skill Pulse, a standards based career management tool that matches employees’ skills and abilities with business lines’ requirements. First implemented at VINCI Autoroutes, Skill Pulse continued to be rolled out in 2023, particularly at certain VINCI Construction entities in France, VINCI Airports and VINCI Energies. It is designed to facilitate employee upskilling and career development, as a way of contributing to the performance of Group business lines as they adapt to industry changes. In addition, a mobility database was redesigned and optimised as part of the revamp of the VINCI Jobs career management tool. Group employees can use this database to align their career path based on the job offers available at VINCI companies.
Group performance in terms of employability
(*) Permanent job contracts, unlimited-term contracts, site contracts.
The development and continuous enhancement of skills increase the value of human resources across the Group and drive performance, while promoting individuals’ employability and career development. Training and skills acquisition are essential ways to guarantee that the fundamentals of the Group’s culture are shared and that knowledge and expertise are passed on between employees, at all VINCI companies and in all countries where the Group operates. These programmes help VINCI meet its customers’ needs, be the best partner to them, and maintain a high level of operational performance among staff. With the trend towards ever more complex and comprehensive engineering structures, new training needs arise as business lines work more closely together and content is adapted to the Group’s international growth. The programmes are also designed to promote the integration and career advancement of every employee by offering an individualised approach, with technical training and meetings devoted to personal and professional development.
