Policy
Under the Group’s Code of Ethics and Conduct, VINCI’s responsibility as an employer is also evidenced by the active social dialogue maintained with employee representative bodies, while respecting trade union independence and pluralism. VINCI’s general policy reflects its fundamental principles:
Similarly, VINCI’s Guide on Human Rights states that freedom of association is an integral part of the employment relationship. All Group companies are required to respect and promote freedom of association for their employees. Companies should respect the national laws governing the freedom of association and right to collective bargaining. They should not discriminate against workers’ representatives or against workers who seek to organise or belong to trade unions. Where the right to freedom of association and collective bargaining is restricted under law, Group companies should facilitate the development of parallel means of employee representation through workers’ committees, for example.
Companies should maintain open communication channels regarding all work-related matters (health and safety, remuneration, working hours, leave and benefits, working conditions, organisation of work, training, living conditions, etc.) through regular meetings between managers, workers and their representatives.
Lastly, given the strong alignment between VINCI’s perspective on social dialogue and that of the international multi-stakeholder initiative the Global Deal (https://www.theglobaldeal.com/), which views it as a key tool for creating decent jobs and fostering inclusive growth that benefits everyone, the Group has been a proud member of this initiative since 2018.
Organisation of social dialogue, roles and interaction processes
Social dialogue at VINCI is structured around three levels: Group bodies (Group Works Council for France and European Works Council), supra-legal representative bodies in the business lines, and company-level bodies. The organisation of social dialogue follows the principle of subsidiarity, where each company plays a pivotal role.
In line with the VINCI’s decentralised structure, the key principle for organising social dialogue within the Group is that it must be developed working closely on the ground within each company. The aim is to maintain a dialogue built on close relations between employee representatives and management in Group companies that is relevant and adapted to the realities of the economic and labour context in which the companies operate, thus giving social partners a real role to play within each business unit.
This dialogue is organised in accordance with laws or regulations in force in each country. The robust framework in place to support social dialogue is illustrated by the collective agreements negotiated and signed in Group companies. These agreements are a concrete example of the Group’s decentralised human resources policy and its active approach to social dialogue, taking account of the realities on the ground to negotiate working conditions, health and safety, and the organisation of work. In 2024, 1,875 collective agreements were negotiated and signed in companies across the Group. Under these agreements, concrete actions were taken concerning flexible work arrangements (229 agreements), remuneration and social protection (1,015 agreements), trade union rights (224 agreements), diversity and equal opportunities (181 agreements) and quality of life in the workplace (70 agreements).
In countries that have not ratified the International Labour Organisation’s conventions on trade union rights, VINCI companies are working to give employees the means to exercise their freedom of expression and association. This has been done in Qatar, the United Arab Emirates and Egypt, for instance, by setting up workers’ committees (see paragraph 3.7, “Reinforced vigilance to fight forced labour and illegal work”, of chapter F, “Duty of vigilance plan”, pages 294 to 297).
In the Group’s two business lines with the highest headcounts, i.e. VINCI Energies and VINCI Construction, supra-legal bodies for social dialogue have also been created. These bodies cover the Group’s operations in France and are organised by business. They are intended to address matters of shared interest across certain activities, complementing the local dialogue developed in each company. These bodies were set up following negotiations with employee representatives in France. In line with the principle of subsidiarity, which is central to the Group’s organisation, the idea is to address issues at the appropriate level and ensure the participation of employee representatives. For example, the bodies were called on in connection with operations relating to VINCI Construction’s merger with Eurovia in early 2021. They also supported VINCI Energies in setting up working groups on long-term working conditions for certain specific professions and activities.
At Group level, social dialogue is developed through two key bodies : the Group Works Council for France and the European Works Council.
The Group Works Council covers VINCI’s operations in France, representing nearly 37% of the Group’s total workforce. It is made up of 30 primary representatives, appointed by the trade unions from among their elected members in Group companies, as well as 17 alternate representatives and five trade union representatives. The trade unions strive to ensure balanced representation in terms of gender, activities and geographical areas. The management members are the Chairman and Chief Executive Officer, the Vice-President for Human Resources and the Director of Social Affairs. Depending on the topics covered, other members of management may be invited to attend sessions (heads of business lines, the Chief Ethics and Vigilance Officer, the Vice-President for the Environment, the Director of Corporate Social Responsibility, etc.). As set out in the agreement governing this body, it aims to promote sustainable and constructive social dialogue, while respecting the VINCI Group’s decentralised organisational model. The Group Works Council is a forum for information, exchanges and discussion between the leadership team and employee representatives concerning the Group’s social, environmental and economic policy and strategy.
