| Reminder of IROs | VINCI’s response |
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Reminder of IROs Negative impacts
Risks
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VINCI’s response Policies and actions linked directly to IRO management
Policies and actions contributing indirectly to IRO management
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Set out in the VINCI Manifesto and the Code of Ethics and Conduct, the Group’s diversity and inclusion policy has two main priorities: preventing all forms of discrimination and harassment, and promoting equal opportunities. VINCI upholds the principle of prohibiting discrimination on any grounds in hiring and labour relations. The Group prohibits all discrimination based on illegal grounds such as gender, age, ways of life, actual or supposed membership of a specific ethnic group or nation, health status, disability, religion, political opinions or trade union activities, or any other grounds in accordance with the national and supranational legislation in force. All pressure, prosecution or persecution of a moral, sexual or other unlawful nature is prohibited.
Group companies apply a proactive equal opportunities policy, focused in particular on gender equality, the employment of people with disabilities, and any other relevant diversity characteristics depending on the geographical areas. VINCI’s managers oversee the implementation of this policy and ensure that these principles are applied by the entire management chain. VINCI is committed to opening up companies and their management positions to people of all genders and from all social, ethnic, educational and geographical backgrounds, as well as people with disabilities. This policy is deliberately concise so that it can be adapted to the regulatory and cultural contexts in each country, and is based on the Group’s firm belief that bringing together people from different backgrounds and with different experiences is an integral part of its culture, and its recognition that its employees understandably reflect the diversity of the societies from which they come.
To implement this ambition across the Group, the Inclusion and Diversity Department was created in 2004. It designs tools to support inclusion and raises awareness across all the business lines on respect for differences. It works closely with the human resources departments in the business lines, which roll out this ambition within their respective scopes, as well as with the human resources Pivot Clubs.
Promoting gender equality is a major thrust of VINCI’s inclusion policy.
This policy permeates every aspect of an employee’s career path, from equality in employment to training, career development, promotions and pay increases.
Endorsed at the highest level of the Group’s organisation, this issue is regularly discussed at Executive Committee meetings and reviewed at least once a year by the Board of Directors. In its Manifesto, VINCI sets out its commitment to developing the representation of women among management, with a target for women to make up 30% of the Group’s managers and management committee members by 2030.
Operational management is the responsibility of the business lines, which implement their own diversity plans.
The Group is continuing to move forward with its work to identify risks of exclusion and opportunities for inclusion, around four key long-term tools:
The Group’s Inclusion and Diversity network
Launched in 2011, it now has more than 650 members across all its geographies. In 2025, its operating model was updated to encourage better feedback on issues from the field, support synergies between entities and promote local initiatives more widely. The network is now structured around quarterly meetings, providing a forum to share current diversity and inclusion trends, showcase inspiring initiatives and review best practices.
The Diversity label
Awarded by a third-party organisation (e.g. Afnor Certification in France), this label examines action plans focused on preventing discrimination, promoting inclusion and diversity, and respecting equality. It is used to identify risks of discrimination, while promoting best practices and progress with human resources management. A number of VINCI companies in France have been awarded this label, including all the VINCI Autoroutes entities. Several entities have been certified in other countries, such as by the National Centre for Diversity in the United Kingdom, Aenor in Spain and Charta der Vielfalt in Germany.
VINCI has also offered the possibility for its companies outside France to implement the gender equality index, as defined under French regulations, to support their efforts in this area. By the end of 2024, this initiative had been rolled out in 153 of the 452 eligible companies with more than 50 employees across 27 countries.
VINCI fights discrimination—what about you?”
Created by the Group’s Human Resources Department, this self-assessment tool covers nine facets of professional life: recruitment, induction and integration, managing jobs and career paths, training, remuneration, departures and sanctions, social dialogue, quality of life in the workplace and working conditions, and diversity policy. First launched in 2016, and available since 2025 directly on VINCI’s e-learning platform Up!, this tool enables employees to complete a questionnaire to determine the likelihood of discrimination risks occurring in relation to each of these nine facets of professional life, measure the level of resilience to these risks and suggest any corrective actions. A universal version for all countries is available in English, Spanish (since 2025) and Portuguese, alongside the French version.
Training on inclusion and diversity issues, with VINCI Academy, which offers e-learning modules in several languages covering inclusion and inclusive management on the Up! platform, as well as a guide on using the gender equality index indicators to navigate gender neutral pay and promotion policies. Furthermore, the “Diversity: challenges and opportunities” action-learning program to build diversity knowledge and develop inclusive practices is available for Group employees in French, English, Spanish, Portuguese and German. Worldwide, 45,480 hours of inclusion and diversity training were provided in total.
