This framework document, available on the VINCI website, was validated by the Group’s Executive Committee in April 2017, after consulting with the European Works Council, which approved it. The implementation of human rights policy is presented annually to the Strategy and CSR Committee of the Board of Directors and discussed with the European Works Council.
It has been broadly disseminated to employees and presented to every management committee in the Group’s business lines and divisions. Continuous efforts are made to build awareness. VINCI’s internal control survey for 2024 showed that by the end of September, 99% of the entities surveyed, all business lines and divisions combined, had communicated about the Guide to their employees. To facilitate the adoption and dissemination of the guidelines, the guide has been translated into 25 languages, thereby covering more than 98% of the Group’s workforce, based on the official languages of the countries where the Group operates.
99% of entities in vinCi’s internal control survey have disseminated vinCi’s guide on Human Rights
VINCI’s Vice-President for Human Resources, who is a member of the VINCI Executive Committee, pilots human rights policy with the support of the Group’s top management and the Human Rights Steering Committee, which facilitates decision-making, discussion and collaboration among the Group’s business lines and divisions. Members keep their respective management committees informed and are in charge of disseminating and rolling out policy in their respective business lines and divisions. At every meeting, the steering committee assesses the progress made regarding the human rights component of the duty of vigilance plan. At the operational level, the Group’s human resources professionals are on the front line ensuring the implementation of human rights policy, as are its operational managers, who occupy key roles in the organisation and uphold the Group’s commitments across its companies and through all their projects.
The implementation of the human rights policy is coordinated on a continuous basis by the Social Responsibility Department, reporting to the Human Resources Department. The CSR Department shares its expertise with business lines and divisions to help them incorporate and implement Group measures, develop risk mapping and assessment tools, evaluate subsidiaries, keep track of regulatory changes in due diligence and human rights matters, train and build awareness among employees and management committee members and communicate with Purchasing, Internal Control, Ethics and Vigilance, Environment, Security, Health and Safety Coordination, Social Affairs and other departments. The team is in frequent contact with civil society organisations, investors, institutions, and other external parties to address identified issues, answer questions and provide further information about the measures taken in the Group.
Analysis of issues by country
Country-level analysis is essential to identify and prioritise the human rights risks that Group entities may face and require their attention. This second layer of analysis considers the relevance of the issues identified for the Group as a whole for a given operational context and business line. This knowledge makes it easier to target the priority risks and implement tailored prevention strategies.
Country-level analyses are informed by reports published by public administrations, international organisations, non-governmental organisations, academics, trade unions, the media, and so on, and include insight into the country’s legal and institutional frameworks. Industry data is also systematically sought out and incorporated into the research whenever it is available. These country analyses are updated to reflect dialogue with employees and feedback from teams on the ground and represent a fundamental resource in the assessment of a subsidiary’s situation. They are also essential tools for making the Group’s employees and partners aware of risks requiring special scrutiny in their operations, contractual arrangements and partnerships, as well as earlier on, as projects or acquisitions are being identified or tenders are being prepared.
Country-specific analysis of human rights risks
(*) The 2024 action plan is based on data at 31 December 2023.
Awareness and training initiatives for employees and managers
VINCI considers that in matters of human rights, managers at every level of the organisation play a decisive role, and places emphasis on awareness and training initiatives for managers and employees. The Group aims to foster a culture of human rights risk prevention, as was done in the area of safety, provide operational teams with the tools they need to identify and address risks as early as possible.
The Social Responsibility Department continuously delivers awareness and training programmes to the management committees of many of the Group’s companies, divisions and business lines, as well as the Group’s employees in Human Resources, Business Development, Social Affairs and other departments. These sessions provide an opportunity to report on actions taken, present and explain the Group’s human rights issues and explore specific topics in more detail, such as forced labour, universal social protection, the living wage, or issues particular to certain geographical areas. Another aim of the sessions is to teach employees about the different methods and tools that are available to operational teams to reinforce the risk prevention measures in place.
