Evolution in standards and in the Group’s approach
Given the background described at the beginning of this section, the Group has launched work that will be continued in the years to come. With regard to the living wage, for example, the Group has launched an analysis of pay levels across its workforce, and a review covering more than 40% of its employees is under way. Within the VINCI Group, this issue is covered by a dedicated working group, made up of human resources directors from across the various business lines. The review will continue in 2025, during which data on nominal salaries will be updated to account for changes in wages. This initiative will also be extended to other entities and countries. In 2025, data will be compared and analysed with Fair Wage Network and with a second database compiled by WageIndicator. The results of these two consecutive reviews will be examined in depth by the human resources departments of the business lines to determine whether any action plans need to be implemented.
Lastly, to take account of best practices and recommendations of organisations currently examining the issues raised by sustainability reporting as well as a deeper understanding of these new regulatory provisions and standards, the Group could eventually revise some of its reporting and communication practices, in keeping with its continuous improvement approach.
Information relating to the composition and responsibilities of administrative and management bodies with regard to sustainability issues is presented in sections 2 to 5 of chapter C, “Report on corporate governance”, pages 130 to XXX.
The governance of sustainability issues is structured as follows:
Governance of environmental issues
All actions taken to deliver on VINCI’s environmental ambition are founded on the commitments embraced by the Group’s Executive Committee, of which the Group’s Vice-President for the Environment has been a member since April 2022.
All of the Group’s environmental policies are overseen by the Vice-President for the Environment. These commitments are taken up by each business line in three priority areas: acting for the climate, optimising resources thanks to the circular economy and preserving natural environments. These actions also involve the empowerment of all operational staff of VINCI companies and open dialogue with national, European and international public authorities and environmental protection organisations.
These discussions are pursued within the Group through the meetings of the European Works Council. As set out in the Environmental Guidelines signed in November 2020, the Executive Committee devotes one meeting every year to the deployment of the Group’s environmental ambition.
The Environment Committee, overseen by VINCI SA with representatives from each business line, coordinates the three key areas covered by the Group’s environmental actions. This committee brings a response to global issues by defining the components of VINCI’s environmental ambition, leading cross-business projects and incorporating IROs, while ensuring that Group companies adapt the measures introduced in line with the new goals to their local context.
Alongside this, several working groups have been set up, comprising operational experts from each business line, such as the Biodiversity Task Force and the Circular Economy Task Force, as well as special focus groups created to implement climate change action plans.
Governance of social issues
VINCI’s governance of its social policy is organised around several bodies, reflecting the Group’s decentralised model:
Other committees – such as the Human Rights Committee and the Responsible Purchasing Committee – made up of relevant departments at business lines and at Group level, also address these matters. They identify major issues and implement vigilance measures to prevent personal risks and promote the dissemination of programmes and best practices. The composition and role of each of these governance bodies are described in the respective sections of the Sustainability report.
In line with the Group’s decentralised organisation, the business lines, divisions and business units have also set up their own governance systems for these issues, mainly around their human resources, purchasing, sustainable development, and health and safety departments.
Governance on business conduct
To support the implementation and rollout of company culture and compliance programmes in the business lines, an Ethics and Vigilance Department, reporting to the Group’s Executive Management, monitors and coordinates ethics and compliance activities with the support of a network of officers and coordinators. An Ethics and Vigilance Committee – made up of seven members, of which five members are from the Executive Committee – is responsible for implementing compliance systems, notably those concerning anti-corruption covered by the Code of Ethics and Conduct, resulting from the Group’s business activities. It met four times in 2024 and reports annually on its activity to the Strategy and CSR Committee of the Board of Directors.
