A multimodal training programme on gender issues, designed to develop a more inclusive management style within the Group, continues to be rolled out to a target group of managers. The Connect.HER programme aims to increase the percentage of women in management positions, especially in executive bodies. Included in this programme are e-learning modules available for all employees, such as “The Basics of Inclusion” and “Fighting Everyday Sexism”, as well as the “Inclusive Management” course.
Training actions implemented by business lines
VINCI’s business lines also implement their own training actions.
Created in 2021, the Learning Network at VINCI Energies developed even further in 2023. It now has 49 training centres worldwide, run by 16 Academies operating as a network, and has added new courses to its catalogue. The number of hours of internal training increased again, rising by almost 30% over the year. The use of digital training tools also grew, with the Academy & Learning Portal, developed in-house, logging more than 35,000 unique visitors in 2023. The portal has been optimised to enhance digital accessibility.
The Academies provide two types of training directly:
The other courses take place outside the academies at training centres. These centres are encouraged to use the name “institute” when they provide technical training, preceded by the name of the VINCI Energies brand they are associated with, depending on the activity involved. The institutes created this year include the Actemium Institute in Germany, the Axians Institute in the Netherlands, the Omexom Institute in Australia, and the Omexom Institute in the United Kingdom. Continuing to develop the internal technical training course offering is a strategic focus for VINCI Energies’ Learning Network.
At VINCI Autoroutes, even more energy and investment went into training in 2023. After opening in April 2022 at the Brive-la-Gaillarde operating site, the École des Métiers de l’Autoroute (EMA), a training centre for motorway workers, earned Qualiopi quality certification in April 2023. More than 200 new motorway employees took their initial five week training course in 2023, covering road markings (for repair work and emergency operations), green space maintenance and winter viability. The EMA expanded its training in 2023 to include toll equipment maintenance. In the spring of 2024, it will implement a multidisciplinary, 20 day training programme for operations managers. Employees from local authorities in charge of managing infrastructure and from companies working on road routes will also be brought in to provide certification training. In 2023, the second cohort completed the “Team Player” programme designed for VINCI Autoroutes’ senior managers. VINCI Autoroutes also finalised the development and update of certification procedures for motorway works over the year. The Learn mobile application was installed on all professional smartphones to regularly assess the knowledge and skills of motorway workers. Finally, the Full BIM project continued to be implemented in 2023, with the delivery of a new online training module designed for an audience of more than 5,000 people. A knowledge base and community materials were also created on Up!, where they are available for all VINCI Autoroutes users. To further digital learning, VINCI Autoroutes created seven new online courses in 2023, covering areas such as claims management, cybersecurity and electric mobility. Since 2019, the internal unit tasked with developing online content has produced and distributed no less than 32 sets of training materials, which may be accessed by the 5,500 VINCI Autoroutes employees.
VINCI Construction sees to it that employees are provided with support on hire and over the course of their career. An onboarding programme covering issues such as ethics, cybersecurity and inclusion is systematically distributed to new hires throughout the business line. Divisions then integrate this programme into their own induction procedures. The network of training centres both in France and abroad offers training courses aimed at developing skills by area of business expertise and by level of responsibility. The skills-based career management tool Skill Pulse is gradually being rolled out at the divisions, thus helping to identify needs. In addition to training, development programmes such as coaching and mentoring are also available for a broad range of employees, based on their needs. In 2023, VINCI Construction designed a development programme for managers called “Builders by VINCI Construction”. It aims to prepare and consolidate a pool of potential future executives. As part of the occupational health policy, mental health training days were rolled out in France in 2023. Lastly, in both training and development programmes, gender balance at all levels of management is a key consideration.
The Group’s commitment to sharing the benefits of its performance with employees is another important way that it fosters sustainable employability. A tenet of the VINCI Manifesto, this approach is a key driver in attracting talent and building employee loyalty, to boost their sense of belonging.
VINCI’s remuneration policy gives considerable autonomy to Group companies while establishing common principles for sharing the benefits of company growth and rewarding individual performance. Focused in particular on developing employee share ownership and long-term incentive plans, VINCI’s approach is to offer, on top of individual fixed and variable remuneration, collective short medium or long-term arrangements (including profit-sharing, incentive plans, pension and insurance plans, adapted to the conditions and legislation in each country where the Group operates) designed to attract, retain and motivate employees.
