2025 Universal Registration Document

The Group’s gender equality strategy is also implemented by all its business lines, through initiatives including the following:

• VINCI Concessions has set a target for women to hold 25% of all management committee positions in all the entities by 2026. By the end of 2025, this target had been reached by 68% of the management committees across VINCI Concessions (French and international entities). This business line, which has achieved gender parity in its management committee, has rolled out the gender equality index in all the countries where it operates. At VINCI Concessions, the mentoring programs Elevate and PluriElles—which is specific to VINCI Autoroutes—have helped support more than 100 high-potential women by developing their leadership skills and strategic vision, providing them with career guidance, and preparing them to take on management roles in the future.
• VINCI Immobilier has signed up to the charter on workplace equality and gender parity in the property sector through the Cercle des Femmes de l’Immobilier.
• As part of its Equality plan, VINCI Construction rolled out an international mentoring program in 2025, supporting 46 female staff with their professional development. Building on its success, this program has been renewed. Alongside this, various initiatives have been launched to raise awareness of sexism, including dedicated 15-minute briefing sessions at a number of worksites.
• At VINCI Energies, the Elevate program supports high-potential women in the United Kingdom and Ireland, while Girls’ Day in the Netherlands aims to inspire girls and young women to consider engineering and technical careers. In Canada, a career transition program provides support for women with their professional development, and in Kosovo, women have access to a range of technical training courses. In Brazil, the Women’s Leadership program trained 31 female managers in 2025, while the Industry Woman initiative promotes the integration of women within the production chain. Lastly, the Female Voices initiative creates spaces for dialogue to further strengthen the support networks in place.

Employment and employability of people with disabilities

Measures to promote the employment of people with disabilities have three main strands: the redeployment of incapacitated staff, the recruitment of people with disabilities, and the use of social enterprises and sheltered workshops that specifically employ people with disabilities.

In France, the recruitment of people with disabilities has increased since 2020 (4,240 people with disabilities hired in 2025, compared with 3,315 in 2020).

The commitment to employing people with disabilities is also supported by Trajeo’h, a group of eight delegations set up since 2008 with a focus on redeployment measures. Its teams coordinate the program to help secure continued employment for people with disabilities and facilitate the implementation of specific solutions tailored to each situation, such as the adaptation of workstations, career guidance, redeployment within or outside the Group, and support for companies and their staff with disability-related issues. In some of the Group’s sectors, yearly health committee meetings are organised that bring together representatives from human resources, occupational medicine and Trajeo’h to detect potential disability situations as early as possible. Their role is to help VINCI employees who potentially face a risk of being incapacitated to remain in employment. In 2025, 1,293 people with disabilities were supported in France by the eight regional Trajeo’h delegations (1,186 in 2024), and 75 disability correspondents were trained by Trajeo’h.

Employees involved in the Trajeo’h delegations further strengthen their expertise through training specifically related to their activities: in 2025, training programs focused on mental health first aid and autism spectrum disorders. The Group’s Inclusion and Diversity Department plans regular coordination meetings for the eight delegations and oversees the entire Trajeo’h programme.

As approaches to disability vary depending on the regulatory frameworks, the Inclusion and Diversity Department launched a benchmark review in 2025 in the main countries where the Group operates in order to take stock of the applicable legal requirements and the best practices in place for the inclusion of people with disabilities.

VINCI is also committed to working with social integration structures, social enterprises, sheltered workshops and other organisations that specifically employ people with disabilities. In certain regions, the Supplye’o platform is available to map the use of subcontractors and companies operating in the sheltered sector.

The Group has further strengthened its commitment to digital accessibility, driven by the program on the responsible use of digital technology, sponsored by its Human Resources Department. With a focus on accessibility by design, a scorecard for assessing digital projects has been introduced by the Information Systems Department to incorporate these issues from the outset. All new projects must ensure a minimum level of compliance with the French standards for improving accessibility (RGAA). A road map is currently being drawn up to progressively improve the systems already in place. Supporting this transformation, a number of workshops are planned for 2026 to help project owners put these requirements into practice.

A Group-wide e-learning module has also been launched, enabling employees to step into the shoes of four people with invisible disabilities in order to better understand accessibility challenges. After completing this module, employees have access to a best practices guide to help ensure that their internal documents are accessible.

The business lines roll out policies to promote the employment of people with disabilities at their level. Examples of their initiatives include the following:

• With an employment policy for people with disabilities in place since 2010, VINCI Autoroutes has stepped up its initiatives supporting their inclusion and continued employment. These include each entity’s participation in the European Week for the Employment of People with Disabilities, welcoming people under the DuoDay initiative, supporting employees to prepare their disability recognition applications, regular work by Trajeo’h to help secure continued employment, and 15-minute diversity sessions dedicated to disability-related issues. The employment rate for people with disabilities was 11% in 2025.
• At VINCI Immobilier, support for employees with disabilities is provided through a range of adapted measures, such as funding health insurance, offering three days of leave for medical appointments, and making a financial contribution to the cost of travelling to and from work when a specially adapted vehicle is required.
• VINCI Energies is progressively incorporating employment threshold targets for people with disabilities into its Shared Strategic Plans. The business line's disability policy is also illustrated by the development of a dedicated entity: VINCI Facilities Entreprise Adaptée. As a provider in the facilities management sector, VINCI Facilities Entreprise Adaptée offers a range of services for occupants. VINCI Facilities Entreprise Adaptée holds enterprise adaptée (EA) accreditation as a social enterprise, which defines the framework for the social and professional support that it provides for all its employees with disabilities. This support aims to build their skills and professional development, with 11.3% of the employees who benefited from this pathway in 2025 transitioning to mainstream employment positions.