The Group’s inclusion and diversity strategy is implemented by all its business lines, through initiatives including the following:
- VINCI Autoroutes has introduced a “diversity welcome” training programme enabling all new joiners to understand the diversity policy and issues in companies across the network. Since it was created in October 2020, 3,814 employees within the business line have completed this e-learning module. VINCI Autoroutes has also set up a network of diversity and inclusion coordinators, present at every level of its organisation.
- In line with its strategic vision “Build Better Together”, VINCI Construction continued working on its actions to support equity, diversity and inclusion in 2025. Since its launch, the Tour de France de l’Inclusion, an event organised by the business line in Bordeaux, Nantes, Marseille, Lyon and Nancy, has brought together nearly 200 HR team members and managers around the Diversity Fresco, a collaborative diversity awareness tool. This event also provides an opportunity to share initiatives led by teams on the ground, and particularly those supporting professional integration and the employment of people with disabilities. Other actions by VINCI Construction include strengthening its commitment to the inclusion of people living with long-term illnesses alongside the non-profit Cancer@Work, as well as obtaining this organisation’s label for VINCI Construction Services Partagés, not to mention a solidarity sports challenge, which has become a flagship event, bringing together around 2,700 employees from across the business line.
- VINCI Energies has carried out a number of concrete actions in all its geographical areas. In France, for instance, the publication of a parenting guide and participation in the EVE seminar illustrate its commitment to promoting gender equality, female empowerment and diversity. Inclusive recruitment campaigns in Germany and events such as “One Table, Many Stories” in Eastern Europe help strengthen cohesion and cultural diversity. These initiatives reflect a shared ambition to bring diversity, inclusion and equal opportunities to life in all communities.
- Within the Cobra IS business line, ProCME has developed its SeR Diversity programme around five pillars since 2021: future generations, gender, origins, socio-economic background and disability. It includes cross-cutting actions such as inclusive recruitment, training on unconscious bias and discrimination, participation in employability events and adherence to the Portuguese diversity charter, as well as targeted initiatives including internships, intergenerational mentoring, pay-gap studies, legal support for employees from other countries, and measures to improve accessibility.
Gender equality
Several catalysts for action have been identified at Group level to promote gender equality:
- carrying out dedicated people reviews for female managers;
- for each vacant managerial position, especially in operations, systematically including at least one female applicant in the shortlist of candidates;
- promoting the recruitment of women and accelerating their advancement into leadership roles, particularly through training;
- encouraging diversity by combating stereotypes and promoting the inclusion of everyone, regardless of their gender.
Since 2024, all of these initiatives supporting gender diversity have been brought together under a single banner, connectHer, driven by a strong conviction: gender diversity is built collectively, at all levels throughout the Group.
In 2025, several Group-wide tools were introduced or developed:
- Launched in France in 2020 and extended to cover Canada, New Zealand and the United States in 2025, the connectHer learning platform offers several modules, covering stereotypes, cognitive bias and cooperation, among other issues. It has also supported the campaign against everyday sexism, recognised as a barrier to gender diversity, through a video and an awareness module available in five languages.
- Created in 2025, a collective intelligence platform open to all employees makes it possible to share, search and draw inspiration from dedicated initiatives on the ground to advance gender diversity locally. Offering a system of filters (by business line, country and theme) and tags, it can be used to obtain information on more than 100 initiatives that have already been identified, with over 5,000 employees having joined this community.
- Also launched in 2025, the connectHer makers video portrait series presents VINCI women and men who are taking action each day to promote gender diversity and build engagement around this ambition.
- Gender Balance Week, a key event in 2025 showcasing the Group’s ambition and the concrete actions taken by its companies in the field, featured more than 80 sessions delivered across all time zones by over 70 speakers. More than 6,500 people in over 100 countries viewed this event’s sessions, which were developed by working closely with all the business lines.
In addition, VINCI is continuing to develop the partnership set up in 2018 with the non-profit organisation Elles Bougent, whose aim is to encourage women into technical and scientific professions in France and around the world. At 31 December 2025, more than 1,000 VINCI employees (871 in 2024) in 30 countries had signed up to help raise awareness among female high school students about careers in technical and scientific fields. This network has helped raise awareness among more than 6,000 young women.
