In France, which accounts for nearly 40% of the workers deployed by the Group, VINCI has drawn up a framework agreement that is used in their approval process and is based in particular on occupational health and safety criteria. For example, agencies must disclose their health and safety data and demonstrate that they have established a safety culture, in particular through training programmes. Temporary workers must have a special safety passport known as a Pasi, following an initiative set in motion by VINCI Construction France and then taken up by the profession in France. Increasingly required at worksites within the Group, this document is obtained after successfully completing a two-day certification course. It is compulsory for Group entities to use approved agencies to recruit their temporary workers. Agency-specific action plans have been developed as needed, on a case-by-case basis, and include measures to better protect the safety of temporary workers. These include worker surveys, reporting on the outcomes of prevention initiatives, and company-led awareness and training events. The Group has also introduced an innovative financial incentive to encourage temporary employment agencies to improve their safety practices. This increases agencies’ involvement in safety efforts as part of their collaboration with VINCI companies.
Already in place in many Group companies and projects, VINCI is currently working to ensure the widespread adoption of workplace safety indicators for the workers of subcontractors deployed at all sites across the Group (see paragraph 3.2, “Human rights and health and safety in the value chain”, page 256).
Workplace accident severity rate and fatal accidents (employees)(*)
| 2024 | 2023 | 2019 | |
|---|---|---|---|
| Number of days lost following a workplace accident |
Number of days lost following a workplace accident 2024 204,991 |
Number of days lost following a workplace accident 2023 192,428 |
Number of days lost following a workplace accident 2019 152,158 |
| Workplace accident severity rate |
Workplace accident severity rate 2024 0.41 |
Workplace accident severity rate 2023 0.38 |
Workplace accident severity rate 2019 0.39 |
(*) Severity rate = (number of days lost following workplace accidents × 1,000)/number of hours worked. The number of lost days is assigned a fixed value of 365 days per fatal workplace accident. 2023 and 2019 data were adjusted.
Despite all the measures adopted, the Group regrets to report that this year, among its employees, six fatalities occurred as a result of accidental events. The Group made every effort to support the teams on the ground in facing these tragic events, and each accident was reported to VINCI’s Executive Management within 48 hours. A specific indicator, the frequency rate for fatal workplace accidents among employees (number of fatal workplace accidents × 10,000,000/number of hours worked) has been set up within the Group. This rate came to 0.12 in 2024.
Days lost through occupational illness and severity rate of recognised occupational illnesses at VINCI (employees)
| Group | Of which France | |||||
|---|---|---|---|---|---|---|
| 2024 | 2023 | 2024/2023 change | 2024 | 2023 | 2024/2023 change | |
| Number of recognised occupational illnesses | 384 | 314 | +22.3% | 372 | 300 | +24.0% |
| Recognised occupational illness frequency rate (*) | 0.77 | 0.62 | +24.2% | 2.37 | 1.93 | +22.8% |
| Days lost through recognised occupational illness | 65,664 | 68,257 | −3.8% | 64,620 | 67,217 | −3.9% |
| Recognised occupational illness severity rate(**) | 0.13 | 0.14 | −7.1% | 0.41 | 0.43 | −4.7% |
(*) Occupational illness frequency rate = (number of recognised occupational illnesses × 1,000,000)/number of hours worked.
(**) Occupational illness severity rate = (number of days lost through occupational illness × 1,000)/number of hours worked.
VINCI did not record any fatalities resulting from occupational illnesses in 2024.
Summary of the Group’s management of impacts, risks and opportunities (IROs)
| Reminder of IROs | VINCI’s response |
|---|---|
Negative impacts
|
Negative impacts
VINCI’s response Policies and actions linked directly to IRO management
|
Risks
|
Risks
VINCI’s response Policies and actions contributing indirectly to IRO management
|
Policies
Taking action to promote inclusion and diversity
Set out in the VINCI Manifesto and the Code of Ethics and Conduct, the Group’s diversity and inclusion policy has two main priorities: preventing all forms of discrimination and harassment, and promoting equal opportunities. VINCI upholds the principle of prohibiting discrimination on any grounds in hiring and labour relations. The Group prohibits all discrimination based on illegal grounds such as gender, age, ways of life, actual or supposed membership of a specific ethnic group or nation, health status, disability, religion, political opinions or trade union activities, or any other grounds in accordance with the national and supranational legislation in force. All pressure, prosecution or persecution of a moral, sexual or other unlawful nature is prohibited.
