The gender equality index tracks the Group’s progress in terms of equality. In 2024, 909 Group companies in France and around the world with 50 employees and over were eligible for the gender equality index. These organisations all showed positive results, reflecting measures already taken by the Group, with room for improvement remaining for companies with the lowest scores. The average score was 82/100 in France. Companies are implementing action plans to improve their score. The index methodology continues to be adapted internationally. Information on pay gaps is available in the table entitled “Remuneration and employer social contributions worldwide” in paragraph 3.1.3.1, “Working conditions: promoting open social dialogue and sharing the benefits of performance”, page 244.
| 2024 | 2023 | 2024/2023 | ||||||
|---|---|---|---|---|---|---|---|---|
| Number of women managers | As a % of managers in the workforce | Number of women non-managers | As a % of non-managers in the workforce | Total women employees | As a % of the total workforce | Total | Change | |
| VINCI Autoroutes | 456 | 38.6% | 1,677 | 40.1% | 2,133 | 39.8% | 2,219 | −3.9% |
| VINCI Airports | 579 | 34.5% | 3,539 | 32.6% | 4,118 | 32.8% | 4,102 | +0.4% |
| Other concessions | 271 | 32.6% | 802 | 46.9% | 1,073 | 42.2% | 1,023 | +4.9% |
| VINCI Energies | 4,715 | 22.1% | 11,908 | 14.7% | 16,623 | 16.2% | 15,301 | +8.6% |
| Cobra IS | 1,333 | 24.6% | 4,242 | 11.5% | 5,575 | 13.2% | 5,349 | +4.2% |
| VINCI Construction | 5,623 | 21.9% | 12,403 | 13.5% | 18,026 | 15.4% | 17,973 | +0.3% |
| VINCI Immobilier and holding companies | 540 | 51.8% | 492 | 71.4% | 1,032 | 59.6% | 1,025 | +0.7% |
| Total | 13,517 | 23.6% | 35,063 | 15.4% | 48,580 | 17.1% | 46,992 | +3.4% |
Employment and employability of people with disabilities
While it does not have quantified targets, the VINCI Group is committed to tracking the effectiveness of its actions to support the employability of people with disabilities, taking into account the analysis of its material impacts, risks and opportunities in this area.
It therefore monitors a series of indicators:
| 2024 | 2023 | 2024/2023 | |||||||
|---|---|---|---|---|---|---|---|---|---|
| Managers | As a % of managers in the workforce | Non-managers | As a % of non-managers in the workforce | Total | As a % of the total workforce | Total | As a % of the total workforce | Change | |
| VINCI Autoroutes | 51 | 4.3 % | 484 | 11.6 % | 535 | 10.0 % | 517 | 9.4 % | +3.5 % |
| VINCI Airports | 13 | 0.8 % | 62 | 0.6 % | 75 | 0.6 % | 93 | 0.7 % | -19.4 % |
| Autres concessions | 6 | 0.7 % | 11 | 0.6 % | 17 | 0.7 % | 14 | 0.6 % | +21.4 % |
| VINCI Energies | 391 | 1.8 % | 1,931 | 2.4 % | 2,322 | 2.3 % | 2,082 | 2.1 % | +11.5 % |
| Cobra IS | 24 | 0.4 % | 368 | 1.0 % | 392 | 0.9 % | 339 | 0.8 % | +15.6 % |
| VINCI Construction | 240 | 0.9 % | 1,735 | 1.9 % | 1,975 | 1.7 % | 1,848 | 1.5 % | +6.9 % |
| VINCI Immobilier and holding companies |
8 | 0.8 % | 16 | 2.3 % | 24 | 1.4 % | 28 | 1.6 % | -14.3 % |
| Total | 733 | 1.3 % | 4,607 | 2.0 % | 5,340 | 1.9 % | 4,921 | 1.8 % | +8.5 % |
The actions taken to recruit and ensure the continued employment of people with disabilities do not always allow the Group to achieve its ambition in this area or to fulfil the employment quotas required in certain countries. In France, the regulations include provisions for offset contributions to help fund the actions of the Agefiph, a French association that manages subsidies for the professional integration of people with disabilities. In 2024, this contribution totalled €3.5 million. Through its purchases in 2024, the Group also awarded contracts to service providers in Europe with workforces primarily comprised of employees with disabilities representing €18 million of revenue (€9.6 million in 2023).
Discrimination and harassment
A total of 383 complaints involving discrimination and harassment were filed in 2024 by employees and non-employee workers based on information collected through the annual ethics and vigilance reporting and the VINCI Integrity platform. Among these complaints, 292 gave rise to an investigation. No situation was reported via the OECD national contact points in 2024. The total amount of fines, penalties and damages resulting from the above incidents and complaints is not currently consolidated at Group level. A working group will be set up to define a reporting procedure and consolidate these indicators. The reporting scope will gradually be expanded.
