VINCI’s governance of its social policy is organised around several bodies, reflecting the Group’s decentralised model:
The actions implemented are monitored at the relevant level of the organisation through indicators. Significant actions resulting from the application of Group guidelines are monitored, with indicators created at the level of the Group and the HR Board.
VINCI views its teams as its main asset. Its ambition is for every employee to thrive in their work while contributing to the company’s collective success. The aim is to enable everyone to grow and engage, regardless of their level of responsibility, while promoting decent working and employment conditions that fully respect each individual. In line with the Group’s decentralised model, issues relating to the quality of life in the workplace and the organisation of work are managed as closely as possible to employees and their needs within each company, through open and constructive dialogue with employees and their representatives.
The social dialogue policies, actions and metrics are presented in paragraph 3.1.2, “Processes for interacting with Group employees and their representatives”, page 249.
Set out in the VINCI Manifesto, the Group’s commitment to sharing the benefits of its performance with employees is a key factor for attracting talent and building loyalty among its teams.
VINCI’s remuneration policy gives considerable autonomy to Group companies while establishing common principles for sharing the benefits of their performance and rewarding individual contribution. Focused on developing employee share ownership and long-term incentive plans, VINCI’s approach is to offer, on top of individual fixed and variable remuneration, collective short-, medium- or long-term arrangements (including profit-sharing and incentive plans as well as pension and insurance plans, adapted to the conditions and legislation in each country where the Group operates). With the VINCI Manifesto commitment “Share the benefits of our performance”, the Group aims to give its employees worldwide the opportunity to share in its value creation through appropriate profit-sharing mechanisms. VINCI commits to ensuring that every employee is given an opportunity, wherever possible, to share in its success.
All employees, regardless of position, are rewarded in terms of salary and bonuses in accordance with their responsibilities and performance.
The Group’s human resources directors meet on a regular basis to share best practices and draw up guidelines relating to remuneration, which can vary depending on the labour laws of each country and are different for the manager and non-manager categories. In all cases, Group companies comply with the minimum levels applicable under the legislation and/or agreements in force, and strive to exceed them in line with market practices. Gender and occupational pay gaps are analysed each year at Group level and in the business lines to ensure competitive packages and equal pay for the same job and equivalent performance (see “Metrics and targets” in paragraphs 3.1.3.1, “Working conditions: promoting open social dialogue and sharing the benefits of performance”, page 252, and 3.1.3.3, “Equal opportunities, the foundation for VINCI’s culture”, page 261).
The Group also maintains a strong focus on indirect pay components and social protection for its employees. Considering its diverse locations, it monitors the types of cover provided by Group companies.
In addition, VINCI launched a universal social protection framework in 2022, which became effective on 1 January 2025. This framework, designed to help unify its people around the Group, aims to provide support for all employees faced with certain key life events. It was approved by the Executive Committee and ensures a minimum level of protection in terms of social insurance and birth leave. It applies to all employees across the Group, irrespective of their employee category, business line or country of operation.
Employee share ownership
For many years, the Group has been strongly committed to developing employee share ownership and has applied a proactive policy in this area, with two appealing plans: the Castor plan for employees in France and the Castor International plan for those abroad. The aim is to open up share ownership as widely as possible, under fair conditions. As a result, employees represent VINCI’s largest block of shareholders.
