VINCI has also offered the possibility for its companies outside France to implement the gender equality index to support their efforts in this area. Currently, 147 companies of all sizes use it around the world, representing 13% of the workforce. In addition, VINCI is continuing to develop the partnership set up in 2018 with the non-profit organisation Elles Bougent, whose aim is to encourage women into technical and scientific professions in France and around the world. At 31 December 2024, 871 VINCI employees (740 in 2023) in 30 countries had signed up to help raise awareness among high school students about careers in technical and scientific fields. Since 2022, VINCI’s Vice-President for Human Resources has been honorary president of the organisation.
The Group’s gender equality strategy is implemented by all its business lines, through initiatives including the following:
- VINCI Construction is continuing to roll out the Equality plan, with its progress presented to the Executive Committee each year. Launched in 2022, this plan aims to encourage and support gender diversity in management and professional equality, focusing on three main areas: orientation and recruitment, non-discrimination in careers, and access to management positions. This business line is also developing the Elles Bougent network internationally, alongside its in-house network Myxt, to drive change on gender diversity. Another initiative is focused on maintaining full pay for all women on maternity leave, with no seniority requirements (in contrast to the provisions of the collective agreement), and creating a parental benefits guide.
- At VINCI Concessions, the mentoring programme Elevate, deployed in all its entities and management committees, has helped identify 25 high-potential women with a view to supporting their leadership development. The aim is for women to hold 40% of all management committee positions in all the entities by 2026. The VINCI Concessions business line, which has achieved gender parity in its management committee, has rolled out the gender equality index in all the countries where it operates.
- VINCI Autoroutes organised its sixth PluriElles campaign in 2024 as part of its dedicated programme to support high-potential women. Around 15 women, each mentored for one year by a member of the VINCI Autoroutes management committee, had opportunities to network with other inspiring women from different companies and sectors. VINCI Autoroutes is also a partner of the non-profit Elles Bougent, with 47 female mentors and ambassadors.
Employment and employability of people with disabilities
- Measures to promote the employment of people with disabilities have three main strands: the redeployment of incapacitated staff, the recruitment of people with disabilities, and the use of social enterprises and sheltered workshops that specifically employ people with disabilities. In France, the recruitment of people with disabilities has increased since 2020 (294 people with disabilities hired in 2024). Habileo’h has contributed to these efforts to recruit candidates with disabilities.
- The commitment to employing people with disabilities is supported by the employees of Trajeo’h, who coordinate the programme to facilitate the implementation of specific solutions adapted to each situation, such as adaptation of workstations, redeployment within the Group, career guidance or redeployment outside the Group. Yearly health committee meetings bring together representatives from human resources, occupational medicine and Trajeo’h to detect potential situations of disability as early as possible. Their role is to help incapacitated VINCI employees remain in employment and generally support Group companies in France in the area of disability. In 2024, 1,186 people with disabilities were supported in France by the eight regional Trajeo’h delegations.
- Employees involved in the work of the Trajeo’h delegations are provided with specific training: on-the-job impact of conditions such as diabetes, cancer, multiple sclerosis, dyslexia, dyspraxia and dysphasia. The Group’s Inclusion and Diversity Department plans regular coordination meetings for the eight delegations and oversees the entire Trajeo’h programme.
- Launched in 2023 in France, Habileo’h aims to facilitate the recruitment of people with disabilities and support recruitment managers.In addition, Habileo’h identifies and pre-qualifies people with disabilities who meet the requirements of positions available in VINCI companies in ordinary settings.
- VINCI is also committed to working with social integration structures, social enterprises, sheltered workshops and other organisations that specifically employ people with disabilities. In 2024, contracts awarded to service providers in Europe with workforces primarily comprised of employees with disabilities represented approximately €18 million of revenue.
Another key area for work in 2024 was digital accessibility, with the arrival of a dedicated member in the Group’s IT teams, while various sites are now certified in line with French standards for improving accessibility (RGAA).
The VINCI Construction business line is working to further strengthen inclusion through health, providing support and ensuring continued employment for employees with an illness or disability. The actions taken include setting up a partnership with Cancer@Work and implementing the mental health platform Holivia. Working with the Trajeo’h initiative and the Handi’emploi regional employers’ group to promote social integration through work and qualifications (GEIQ), VINCI Construction has focused on raising awareness of disabilities, supporting employees with their steps to get their disabilities recognised, and recruiting workers with disabilities.
All of these actions are included in the budget for the human resources departments of the VINCI Group and its business lines and companies.
Metrics and targets
Gender equality
As part of its efforts to improve female representation, the Group has set new targets for 2030 and aims to increase both the percentage of women managers and the percentage of women members on the Group’s management committees to 30%. These targets strengthen VINCI’s ambition reiterated in the years since the first assessment and publication in 2002 of the proportion of women in leadership roles within the Group. The target under the previous commitment announced in 2010, to raise the proportion of women managers to 20%, was reached in 2018. The new targets were set in consideration of the Group’s businesses, education and training opportunities, its workforce profile, and its recruitment and separation rates. They were validated initially by the Executive Committee, then by the Management and Coordination Committee. Action plans have been implemented across all of the Group’s business lines in order to reach these targets. Progress is monitored and consolidated at the level of the Group Human Resources Department. This information is also shared regularly with the Executive Committee as well as other management and executive bodies, and is presented once a year to the Strategy and CSR Committee of the Board of Directors.
The percentage of women in management positions was 23.6% at 31 December 2024, up by nearly 6 percentage points over 10 years (17.7% in 2014).
At 31 December 2024, women made up three of the Group Executive Committee’s 13 members (i.e. 23% of its seats) and six of the Management and Coordination Committee’s 31 members (i.e. 19% of its seats). More widely, 68 women were members of management committees across the Group, representing 20.5% of all management committee members.
