2024 Universal Registration Document

Moreover, Group companies apply a proactive equal opportunities management policy, focused in particular on gender equality, the employment of people with disabilities, and any other relevant diversity characteristics depending on the geographical areas. VINCI’s senior managers oversee the implementation of this policy and ensure that these principles are applied by the entire management chain. VINCI is committed to opening up companies and their management positions to people of all genders and from all social, ethnic, educational and geographical backgrounds, as well as people with disabilities. The policy is deliberately concise so that it can be adapted to the regulatory and cultural contexts in each country, and is based on the Group’s firm belief that bringing together people from different backgrounds and with different experiences is an integral part of its culture, and that its employees must reflect the diversity of host societies.

To implement this ambition across the Group, the Inclusion and Diversity Department was created in 2004. It designs tools to support diversity and raises awareness across all the business lines on inclusion and respect for differences. It works closely with the human resources teams in the business lines and the human resources Pivot Clubs.

Each business line is able to adapt this ambition within its specific scope. For instance, VINCI Autoroutes renewed its Diversity and Inclusion Policy at the end of 2024, once again confirming its key focus on all aspects of inclusion (people with disabilities, social inclusion, gender diversity). VINCI Autoroutes’ diversity and equal opportunities policy is set out in detail in a series of commitments with the banner “Working together for diversity and inclusion”, which also include measures to combat discrimination and harassment. Among other means, this policy is promoted by a network of Inclusion and Diversity coordinators and correspondents from across the business line’s operational units.

Further strengthening gender equality

Promoting gender equality is a major thrust of VINCI’s inclusion policy.

This policy permeates every aspect of an employee’s career path, from equality in employment to training, career development, promotions and pay increases.

Endorsed at the highest level of the Group’s organisation, this issue is regularly discussed at Executive Committee meetings and reviewed at least once a year by the Board of Directors. In 2024, the Executive Committee reviewed the various measures to help more women move into leadership roles. In its Manifesto, VINCI sets out its commitment to developing the representation of women among management, with a target for women to make up 30% of the Group’s managers and management committee members by 2030.

Operational management remains the responsibility of the business lines, which implement their own diversity plans.

Actions

Inclusion and diversity

In 2011, the Group launched a global inclusion and diversity network, which is now made up of more than 600 coordinators, to lead awareness initiatives and encourage the development of effective tools to support inclusion within each business line and region. It meets twice a year. In 2024, for the United Nations’ Zero Discrimination Day, the coordinators worked on three areas: gender diversity, deconstructing ableism and intergenerational dynamics.

The Group is continuing to move forward with its work to identify risks of exclusion and opportunities for inclusion, around three key long-term tools:

• The Diversity label Awarded by a third-party organisation (e.g. Afnor Certification in France), this label examines action plans focused on preventing discrimination, promoting inclusion and diversity, and respecting equality. It is used to identify risks of discrimination, while promoting best practices and progress with human resources management. By the end of 2024, 11 VINCI companies in France had been awarded this label, including all the VINCI Autoroutes entities. Several entities have been certified in other countries, such as by the National Centre for Diversity in the United Kingdom, Aenor in Spain and Charta der Vielfalt in Germany.
• “VINCI fights discrimination – what about you? ” Created by the Group Human Resources Department, this self-assessment tool offers 150 modules covering nine facets of professional life: recruitment, induction and integration, managing jobs and skills, training, remuneration, departures and sanctions, social dialogue, quality of life in the workplace, and diversity policy. All Group employees can access the platform via a dedicated website and complete its questionnaire to determine the likelihood of discrimination risks occurring during these nine stages, measure the level of resilience to these risks and suggest any corrective actions. The initial French version, available from 2016, was followed by a universal version for all countries, developed with the support of the regional human resources Pivot Clubs.
• Management of inclusion and diversity issues Since 2021, VINCI Academy has included a training course in several languages on inclusive management on the Up! platform, as well as a guide on using the gender equality index indicators to navigate gender neutral pay and promotion policies.

Furthermore, the action-learning programme to build diversity knowledge and develop inclusive practices is available for Group employees in a growing number of languages. Worldwide, the number of hours of inclusion and diversity training increased to 201,078 hours.

Gender equality

Several catalysts for action have been identified at Group level to promote gender equality:

• conducting people reviews within each business line for women occupying managerial positions;
• for each vacant managerial position, especially in operations, systematically including at least one female applicant in the shortlist of candidates;
• promoting the recruitment of women and accelerating their advancement into leadership roles, particularly through training;
• encouraging diversity by combating stereotypes and promoting the inclusion of everyone, regardless of their gender.

VINCI launched connectHer learning in France in 2023, and it was extended in 2024 to cover Canada, New Zealand and Australia. The programme includes several modules designed to develop a more inclusive management style, such as “The Foundations of Inclusion”, “Combating Everyday Sexism” and “Inclusive Management”. Since 2023, this platform has also supported the campaign against everyday sexism, recognised as a barrier to gender diversity, through a video and an awareness module available in five languages.