Lastly, since November 2022, VINCI has offered opportunities for all Group employees to help provide guidance and support for the professional integration of young people through Moov, a mentoring programme created in partnership with Collectif Mentorat, which groups together the ecosystem of non-profit organisations focused on mentoring in France.
Across the Group and all its business lines, VINCI companies, guided by their target to recruit more than 8,000 young people each year, maintain strong and sustainable relationships with higher education institutions and, more widely, with all members of the educational community. These relationships range from sponsorship of graduating classes to support for specific degree programmes, site visits, participation in fairs, support for sporting events, and initiatives to welcome interns and trainees. In France and around the world, Group companies also draw on the VINCI employer brand promise – “You will enjoy working with us” – to build their recruitment strategy and establish local partnerships with training centres, universities and other higher education institutions. In France, most of these actions are led by the human resources Pivot Clubs, which have strong local roots.
young people under the age of 26 recruited in 2023
In addition to the programmes supporting professional integration in France as mentioned previously, VINCI’s business lines and the Fondation VINCI pour la Cité have set up various social joint ventures (collaboration between a VINCI company and a non-profit).
In 2023, the foundation continued to develop the Group’s five existing social joint ventures:
Present in around 100 countries, the Group’s companies contribute to creating and maintaining local employment around the world. In emerging countries in particular, their contribution to training and developing local skills supports regional development.
As they are highly labour intensive, VINCI’s energy, road and construction activities have substantial direct, indirect and induced impacts on regional employment. In recruiting staff for its worksites, the Group encourages local employment, contributing to training efforts in the various regions. Furthermore, practices in the Group’s business sectors and the relatively short duration of projects encourage professional and geographical mobility. Accordingly, training efforts of VINCI companies address the needs and issues raised by these skills transfers. The mobility of VINCI employees benefits the entire industry and promotes regional development.
In Africa, Sogea-Satom (VINCI Construction), which systematically uses local human resources for its sites, favouring those located close to its activities, once again demonstrated its long-standing commitment to the training of local managers: in 2023, 81.5% of its managers and 98.3% of its staff were African. The year also saw further growth for Africa Pro, a corporate university created in Morocco in 2015 to expand training opportunities for Sogea-Satom’s employees on the continent and reinforce the company’s shared culture. Now located in Côte d’Ivoire, the university manages training for 19 subsidiaries in 18 countries. In 2023, 60,059 hours of training were provided for 2,767 participants (compared with 12,967 hours for 536 participants in 2022). Africa Pro is also continuing to develop its staff training with the revision of two training programmes, a basic programme for new management staff and a work programme for construction site managers covering each business area. In 2023, 167 participants and 25 trainers were involved in this training, with 16 different nationalities represented and a combined total of 5,845 hours of training for all of the participants. The training programmes focused specifically on the following areas: site/project management and organisation; quality, safety and environment; construction equipment and technical aspects. Africa Pro is also working to develop training programmes for site managers. The “Site Manager and Safety Manager” training course, launched in 2022, enabled 80% of site managers to be trained by 2023. Lastly, the Beedeez microlearning platform was implemented for Sogea-Satom employees in December 2023. This platform, designed to be accessible offline and over the phone, will contribute to the effectiveness of training and learning initiatives.
VINCI Construction Grands Projets continued rolling out its Skill Up programme, which aims to develop the knowledge and skills of operational and supervisory staff (manual workers, team leaders and site managers) around the world by setting up training centres tailored to the requirements of each project. These centres are designed to serve local teams employed on the projects. With courses delivered to employees, subcontractors and partners, the centres help to improve their employability upon completion of work at the sites. All of the training programmes are covered by a final assessment, with a certificate for participants. Some employees may then be recruited. In 2023, with construction work getting underway on the Sambangalou hydroelectric dam in Senegal, the first training programmes were launched and the first steps were taken to set up a training centre in partnership with the Mamba Guirassy industrial and mining technical high school in Kédougou. This partnership is enabling young people from the Kédougou district to access training and jobs working on this project.
