| Reminder of IROs | VINCI’s response |
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Positive impacts
Opportunities
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Positive impacts
Opportunities
VINCI’s response Policies and actions linked directly to IRO management
Policies and actions contributing indirectly to IRO management
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Policies
VINCI is committed to offering sustainable career paths for its employees, in accordance with the principles set out in its Manifesto. The Group believes that the development and continuous enhancement of skills increase the value of its human capital and drive its performance, while supporting employability and facilitating career development. With a long-term focus, VINCI’s job and career management policy directly reflects these convictions. This ambition involves a robust training system, in terms of both the methods used and the content covered, to enable everyone to play an active role in their own development.
To make that possible, the Group is working towards several objectives: developing employees’ skills in response to the company’s strategic requirements, encouraging professional development to improve their employability, and further strengthening their capacity for innovation in a constantly changing environment. This policy applies to all employees across the Group, covering a wide range of internal and external training programmes.
The policy’s guiding principles include ensuring accessibility to training for everyone, free from discrimination, as well as aligning the training courses offered with the strategic objectives set, and decentralising the implementation of training plans adapted to take specific local features into account. VINCI also focuses on the continuous development of skills, with regular training enabling its employees to progress, as well as robust monitoring and assessments to ensure their effectiveness.
Each Group entity is responsible for drawing up a training plan each year, working with the human resources teams. Employees have access to various training options, including in-house sessions, e-learning and coaching, with different formats to ensure that they are accessible for everyone. VINCI also facilitates intercompany transfers by helping employees gain the skills needed to develop and transition to new roles.
Spearheaded by the Executive Management team, which sets its strategic goals, the training policy is implemented by the human resources teams and local managers, supervised by the Human Resources Department, the HR Board and the Training Pivot Club. Employees are encouraged to take an active role in their own development by actively participating in the training programmes offered.
Lastly, an annual report is drawn up to assess the effectiveness of the training policy, with adjustments made when relevant to factor in changes in the requirements of both the market and the Group.
Actions
Employee upskilling
The Group offers employee development plans adapted specifically for its forward-looking management of jobs and skills. VINCI believes that developing sustainable, transferable skills is key to ensuring sustainable employability. Skill Pulse, a standards-based career management tool, identifies employees’ skills and abilities and supports their transitions between different career paths. In addition, a mobility database, redesigned and optimised as part of the revamp of the VINCI Jobs career management tool, enables employees to access all the job offers available in Group companies.
Onboarding new talents
The 92,322 new employees recruited by VINCI in 2024 benefited from a comprehensive onboarding process. The “Get on Board” digital module for new hires in Group companies is available on VINCI’s e-learning platform. This programme is further strengthened with Groupwide “Welcome to VINCI” orientation days, as well as the onboarding programmes in place in the business lines.
VINCI Academy
VINCI Academy designs and rolls out cross-business training courses for VINCI executives and high-potential managers, as well as for the Group’s central functions (HR, finance, legal, environment, communication, health and safety), all business lines and countries combined, working with leading organisations (HEC, Sciences Po, Cornell, etc.) and the business activities. Exchanges between VINCI Academy and the business lines, as well as actions to ensure the overall consistency of the programme within the Group, are organised by business line ambassadors or in the context of training Pivot Club meetings.
Up! learning platform
The online learning platform Up! enables all the business lines to share content and best practices in one dedicated space. Also, available on mobile devices, with a number of language options, it offers a platform for distributing the Group’s knowledge, know-how and soft skills. Up! includes compulsory e-learning modules for certain staff, such as anti-corruption training, the cybersecurity passport programme and courses to help employees take on a more proactive role in their training. The modules offered, from the environment to compliance (cybersecurity, anti-corruption, etc.), integration and leadership, reflect the Group’s strategic choices. In 2024, more than 653,000 courses were taken online.
