The Group has also enshrined its commitments to supporting all-round performance in the VINCI Manifesto, which has been signed and endorsed by its Chairman and Chief Executive Officer. The Manifesto sets out the core principles guiding the Group’s policies and actions in relation to its employees, subcontractors, partners and customers, as well as local populations in the regions where it operates. It highlights the Group’s determination to promote balanced and responsible development, deeply rooted in respect for all individuals. The Manifesto is available on VINCI’s website (https://www.vinci.com/vinci-manifesto) in some 30 languages, while its detailed version can be found on the Group’s intranet.
VINCI’s decentralised organisation enables the Group to deploy this reference framework while adapting it to the specific features of its various business lines and local contexts. Each business line and company adapts it in line with the specific issues, constraints and opportunities relating to their context in order to develop relevant and effective actions and policies. This approach ensures accountability and engagement from everyone involved in implementing the Group’s commitments.
Further information is provided in paragraphs 1.4.1, “Stakeholder engagement”, page 193, and 3.1.2, “Processes for interacting with Group employees and their representatives”, page 239.
The VINCI Group has carried out work to identify its impacts, risks and opportunities (IROs) relating to its own workforce as part of its double materiality assessment. The methodology applied is presented in paragraph 1.1.2, “Double materiality assessment”, page 188.
It should be noted that all social IROs have been assessed over a short-term time horizon and concern all Group business lines, namely VINCI Construction, VINCI Energies, Cobra IS, VINCI Concessions, VINCI Autoroutes and VINCI Immobilier. The segmentation of social standards by stakeholder (employees and non-employee workers for IROs covered in ESRS S1, workers in the value chain for ESRS S2 and affected communities for ESRS S3) helps to position both IROs and affected stakeholders in the value chain. This information is therefore not provided in the tables presenting the IROs in paragraphs 3.2, “Human rights and health and safety in the value chain (ESRS S2)”, page 256, and 3.3, “Engaging with affected communities (ESRS S3)”, page 260.
The IROs relating to the Group’s own workforce are as follows:
| Specific material issue | Impact materiality – Major positive or negative impacts | Financial materiality – Major risks or opportunities |
|---|---|---|
| Working conditions | Working conditions Impact materiality – Major positive or negative impacts Negative impacts– Infringement of the well-being, physical integrity and mental health of employees due to poor or inadequate working conditions – Violation of the rights of workers and their representatives due to failure to respect their freedom of association, trade union rights or collective bargaining. |
Working conditions Financial materiality – Major risks or opportunities Risks– Employee disengagement (increased absenteeism, turnover, strikes, etc.) – Damage to the Group’s image (loss of attractiveness, etc.) – Legal proceedings |
| Health and safety | Health and safety Impact materiality – Major positive or negative impacts Negative impacts– Infringement of the physical integrity of employees (occurrence of workplace accidents, development of occupational illnesses, fatalities) due to poor or inadequate safety conditions in relation to the activity (lack of training, absence of appropriate protective equipment, insufficient supervision, etc.) – Deterioration in employees’ physical or mental health due to psychosocial risks not being taken into account and managed |
Health and safety Financial materiality – Major risks or opportunities Risks– Employee disengagement (increased absenteeism, turnover, strikes, etc.) – Damage to the Group’s image – Legal proceedings |
| Equal opportunities | Equal opportunities Impact materiality – Major positive or negative impacts Positive impacts– Proud and motivated workforce reflecting a sense of acceptance and respect for all visible and invisible differences – Improvement of interpersonal skills and development of knowledge through the rich and varied exchanges offered by diverse teams for employees – Expansion and broadening of the potential talent pool for the jobs offered by the company |
Equal opportunities Financial materiality – Major risks or opportunities Opportunities– Expanded talent pool and stronger employer brand – Talent development and retention – Enhanced productivity through more diverse and more representative teams |
| Training and skills development | Training and skills development Impact materiality – Major positive or negative impacts Positive impacts– Development and continuous enhancement of skills to drive individual and collective performance – Stronger employability and career paths for employees |
Training and skills development Financial materiality – Major risks or opportunities Opportunities– Employer attractiveness and employee retention – Alignment of skills with evolving business needs |
While VINCI is actively engaged in the energy and environmental transition, this does not involve any major technological disruptions within its activities. However, the Group is committed to understanding the effects of climate change on the safety conditions of its employees (see paragraph 3.1.3.2, “Health and safety: by everyone, for everyone”, page 245) and offering sustainability training to build employees’ awareness and engage them in the Group’s strategy in this area.
In addition to its employees, which represent its direct workforce, the Group’s companies, like other companies from the building and civil engineering sector, recruit and deploy temporary workers (non-employee workers). Information relating to temporary staff is explicitly mentioned when applicable.
Breakdown of employees by geographical area, category, gender and age
Operating in more than 120 countries in 2024, VINCI’s workforce increased from 279,266 employees in 2023 to 284,526 in 2024. This change is explained by the development of the business as well as the acquisition and integration of new companies within the Group. At 31 December 2024, VINCI staff employed by European entities as a percentage of the total workforce came to 73.5% and staff employed outside Europe stood at 26.5%.
