Training is being revolutionised by the digital transformation and fast changing ways of carrying out business activities. Through its flexibility, digital technology is powering new ways of learning and updating skills. VINCI works to prevent a digital divide by making these new technologies widely available to its employees. Lifelong learning is a concept that VINCI hopes to cultivate, particularly by giving managers an active role in developing the skills of their teams.
Group performance in terms of training
(*) VINCI Academy, Parcours ASF, Parcours Cofiroute, Parcours Escota, VINCI Airports Academy, VINCI Energies Academy, Eurovia Academy, Cesame, Centre Eugène-Freyssinet, Centre Sogea-Satom, ETF Academy, VINCI Construction SI, VINCI Construction Grands Projets.
| 2023 | 2022 | 2023/2022 | |||||||
|---|---|---|---|---|---|---|---|---|---|
| Managers | Non-managers | Men | Women | Other(**) | Total | % | Total | Change | |
| Admin and support | 140,727 | 222,693 | 241,264 | 122,156 | - | 363,420 | 6.0 % | 365,989 | −0.7% |
| Diversity | 12,745 | 28,072 | 26,962 | 13,855 | - | 40,817 | 0.7 % | 28,631 | +42.6% |
| Environment | 35,725 | 74,457 | 81,055 | 29,127 | - | 110,182 | 1.8 % | 84,941 | +29.7% |
| Ethics and vigilance | 49,610 | 136,737 | 141,399 | 44,948 | - | 186,347 | 3.1 % | 133,975 | +39.1% |
| Health and safety | 298,496 | 2,345,788 | 2,420,332 | 223,940 | - | 2,644,284 | 44.0 % | 2,536,278 | +4.3% |
| Languages | 75,428 | 86,770 | 97,752 | 64,446 | - | 162,198 | 2.7 % | 170,320 | −4.8% |
| Management | 226,833 | 138,564 | 283,471 | 81,926 | - | 365,397 | 6.1 % | 349,168 | +4.6% |
| Technical | 335,236 | 1,611,956 | 1,646,397 | 300,721 | - | 1 947,192 | 32.4 % | 1,875,418 | +3.8% |
| Other | 41,136 | 149,264 | 155,289 | 35,111 | - | 190,400 | 3.2 % | 217,563 | −12.5% |
| Total | 1,215,936 | 4,794,301 | 5,093,921 | 916,230 | - | 6,010,237 | 100.0% | 5,762,283 | +4.3% |
| Hours of training per employee | 22 | 21 | 22 | 20 | - | 22 | - | 22 | - |
(*) Data checked by the Statutory Auditors, see details on page 302 of this Universal Registration Document.
(**) Given the existence of individuals within the workforce whose gender identity or expression is neither female nor male, this information is not provided for reasons of confidentiality. However, the data on the line referring to the average VINCI salary is calculated in relation to the total number of employees, all genders combined.
VINCI Academy actions
VINCI Academy designs and rolls out cross-business training courses for VINCI executives and high-potential managers, and for the Group’s central functions, in association with leading institutions (HEC, Sciences Po, etc.) and the business lines, which are responsible for developing their own training courses, through dedicated structures, to meet their specific business needs. Exchanges between VINCI Academy and the business lines, as well as actions to ensure the overall consistency of the programme within the Group, are organised by business line ambassadors or in the context of training Pivot Club meetings. At Group level, VINCI Academy targets operational staff, executives and future executives, as well as staff within central functions (HR, finance, legal), all business lines and countries combined. In 2023, the programme was extended to communications, environment and health and safety teams. These training actions reinforce those led directly by business line academies.
The online learning platform Up! covers all business lines and provides a unique space where employees can share content and best practices. Also available on mobile devices, this tool is designed to serve as a comprehensive knowledge base for disseminating the Group’s knowledge, approaches and expertise. The tool includes required modules for certain staff members, such as anti-corruption training, cybersecurity passport programmes and courses to help employees take a more proactive role in their training. In 2023, the Up! platform counted 17,000 electronic resources and more than 100,000 employees who took 190,000 hours of online training. Through digital formats and modules translated into several languages, the Group’s values and purpose can be passed on through the content rolled out on VINCI Academy in France and around the world. For example, more than 60,000 employees have taken the training module on VINCI’s environmental ambition. Employees have also learnt about the importance of responsible driving and competition law, as some of these modules are prerequisites for in-person training courses to guarantee that everyone has a common base of knowledge. As part of its well-being at work programme, VINCI Academy has an offering created by psychologists, ergonomists and osteopaths to help employees develop good habits at their place of work.
Furthermore, VINCI Academy reviewed its platform and implemented the necessary corrective measures to make digital content more easily accessible for people with disabilities. Digital accessibility is essential for people with disabilities and also benefits people whose abilities change with age. This initiative is part of an equality approach and is a fundamental political and social objective in providing equal access to online information and services for all individuals, without discrimination.
