Lastly, VINCI Academy has adapted its platform to make it more accessible for people with disabilities or employees who are less familiar with digital technology. For the Group, the aim is to provide equal access to online information and services for all individuals.
connectHer learning
This course is presented in paragraph 3.1.3.3, “Equal opportunities, the foundation for VINCI’s culture”, page 249.
Experts programme
At a time when the Group is facing a high level of retirements and a significant challenge to retain its key areas of expertise, VINCI has rolled out the Experts programme to support the transfer of skills. Thanks to this initiative, VINCI retirees can provide services to share expertise or support, working with all of the Group’s companies in France. This may involve support missions, mentoring or expertise on a project, as well as strengthening a team or replacing a member of staff.
Training actions implemented by business lines
These training actions reinforce those led directly by business line academies. The academies provide three types of training: fundamental training programmes for managers and business leaders, followed by the Executive Committee; country-specific training programmes, such as the module on social dialogue in France; and business training programmes, focused on very specific areas.
The VINCI Energies Academy aims to promote its company culture, support the development of its employees, and connect them with one another, while helping drive the company’s all-round performance. In 2024, the Academy covered 95% of all employees through 19 local Academies, three more than in 2023, with Academies inaugurated in Norway and Finland and another currently being set up in North America. The Academies create and deliver “fundamental” training programmes for VINCI Energies, which are identical everywhere and linked to its company culture, as well as country-specific courses in line with local requirements. They also coordinate and manage VINCI Energies’ Learning Network, linking together the VINCI Energies training centres and institutes. In 2024, the Learning Network was further strengthened with five new centres, taking the total number up to 56.
For VINCI Autoroutes, 2024 was focused on the consolidation and convergence of its various training actions. These actions are organised around the strong framework provided by the École des Métiers de l’Autoroute (EMA), a training centre for motorway workers. In 2024, the EMA trained around 200 people from VINCI Autoroutes companies. All new motorway personnel complete four weeks of training there when they are recruited. The EMA also welcomes maintenance technicians for a two-week period, as well as new operational managers, who receive six weeks of initial training. Employees from local authorities in charge of managing infrastructure and from companies working on road routes will also be brought in to provide certification training. To further digital learning, VINCI Autoroutes created seven new online courses in 2024, covering areas such as data protection, combating fraud, and workplace health and safety. Since 2019, the internal unit tasked with developing online content has produced and distributed no less than 37 sets of training materials, which have been accessed by the 5,500 VINCI Autoroutes employees.
In 2024, VINCI Construction also expanded the manager development programmes implemented in its divisions (such as BU+ in Specialty Networks and Emerging leaders in the United Kingdom) to the entire business line to provide an additional training opportunity for its most promising managers. Launched in January 2024, the Builders programme featured a series of training sessions on management and business strategy, along with a learning expedition and hands-on job experience. It wrapped up in October with a meeting with Executive Committee members. Training on competition risk was also provided at all divisions. Lastly, the network of training centres continued to expand, and a new organisational structure was defined to meet needs in France.
VINCI Concessions launched its new Lead 4 Success programme in 2024. This training course is designed for the business line’s managers and includes several stages that aim to promote a shared culture through key behaviours and management rituals. The programme focuses on four key leadership skills: communication, self-awareness, influence and learning agility. In early 2024, an initial pilot was launched at London Gatwick airport, where more than 200 managers were trained. Lisbon airport in Portugal and Belgrade airport in Serbia also rolled out the programme over the course of 2024 and trained more than 150 managers. The programme continues to be deployed throughout 2025 in countries including Peru, Colombia and Brazil.
Metrics and targets
The targets are determined on a case-by-case basis depending on the training programme, and directly by the VINCI companies and business lines.
Group performance in terms of training and career development
(*) VINCI Academy, Parcours ASF, Parcours Cofiroute, Parcours Escota, VINCI Airports Academy, VINCI Energies Academy, Eurovia Academy and Cesame.
