All of these actions are included in the budget for the human resources departments of the VINCI Group and its business lines and companies.
As part of its efforts to improve female representation, the Group has set new targets for 2030 and aims to increase both the percentage of female managers and the percentage of female members on the Group’s management committees to 30%. These targets strengthen VINCI’s ambition reiterated in the years since the first assessment and publication in 2002 of female representation at executive levels within the Group. The target under the previous commitment announced in 2010, to raise the proportion of female managers to 20%, was reached in 2018. The new targets were set in consideration of the Group’s businesses, education and training opportunities, its workforce profile, and its recruitment and separation rates. They were validated initially by the Executive Committee, then by the Management and Coordination Committee. Action plans have been implemented across all of the Group’s business lines in order to reach these targets. Progress is monitored and consolidated at the level of the Group Human Resources Department. This information is also shared regularly with the Executive Committee as well as other management and executive bodies, and is presented once a year to the Strategy and CSR Committee of the Board of Directors.
The percentage of women in management positions was 24.3% at 31 December 2025, up by nearly 2 percentage points over three years (22% in 2022).
At 31 December 2025, women made up three of the Group Executive Committee’s 14 members (i.e. 21% of its seats, compared with 23% in 2024) and 13 of the Management and Coordination Committee’s 68 members (i.e. 19% of its seats, the same percentage as in 2024). More widely, 136 women were members of management committees across the Group in 2025, representing 25.5% of all management committee members (20.5% in 2024).
The gender equality index tracks the Group’s progress in terms of equality. In 2024, 929 Group companies in France and around the world with at least 50 employees were eligible for the gender equality index. These organisations all showed positive results, reflecting measures already taken by the Group, with room for improvement remaining for companies with the lowest scores. The average score was 83/100 in France. Companies are implementing action plans to improve their scores. The index methodology continues to be adapted internationally. Information on pay gaps is available in the table entitled “Remuneration and employer social contributions worldwide” in paragraph 3.1.3.1, “Working conditions: promoting open social dialogue and sharing the benefits of performance,” page 255.
| 2025 | 2024 | 2025/2024 | ||||||
|---|---|---|---|---|---|---|---|---|
| Number of female managers | As a % of managers in the workforce | Number of female non-managers | As a % of non-managers in the workforce | Total female employees | As a % of the total workforce | Total | Change | |
| VINCI Autoroutes | 466 | 38.7% | 1,566 | 39.5% | 2,032 | 39.3% | 2,133 | −4.7% |
| VINCI Airports | 601 | 34.8% | 3,752 | 32.7% | 4,353 | 33.0% | 4,118 | +5.7% |
| Other concessions | 233 | 30.1% | 1,323 | 47.1% | 1,556 | 43.5% | 1,073 | +45.0% |
| VINCI Energies | 5,245 | 22.5% | 12,753 | 14.9% | 17,998 | 16.5% | 16,623 | +8.3% |
| Cobra IS | 1,590 | 25.7% | 4,287 | 11.2% | 5,877 | 13.3% | 5,575 | +5.4% |
| VINCI Construction | 6,173 | 22.9% | 12,386 | 13.8% | 18,559 | 15.9% | 18,026 | +3.0% |
| VINCI Immobilier and holding companies | 538 | 54.3% | 496 | 73.2% | 1,034 | 62.0% | 1,032 | +0.2% |
| Total | 14,846 | 24.3% | 36,563 | 15.7% | 51,409 | 17.5% | 48,580 | +5.8% |
While it does not have quantified targets, the VINCI Group is committed to tracking the effectiveness of its actions to support the employability of people with disabilities, taking into account the analysis of its material impacts, risks and opportunities in this area.
It therefore monitors a series of indicators:
| 2025 | 2024 | 2025/2024 | |||||||
|---|---|---|---|---|---|---|---|---|---|
| Managers | As a % of managers in the workforce | Non-managers | As a % of non-managers in the workforce | Total | As a % of the total workforce | Total | As a % of the total workforce | Change | |
| VINCI Autoroutes | 57 | 4.7% | 519 | 13.1% | 576 | 11.1% | 535 | 10.0% | +7.7% |
| VINCI Airports | 13 | 0.8% | 62 | 0.5% | 75 | 0.6% | 75 | 0.6% | – |
| Other concessions | 7 | 0.9% | 39 | 1.4% | 46 | 1.3% | 17 | 0.7% | +170.6% |
| VINCI Energies | 435 | 1.9% | 2,133 | 2.5% | 2,568 | 2.4% | 2,322 | 2.3% | +10.6% |
| Cobra IS | 30 | 0.5% | 394 | 1.0% | 424 | 1.0% | 392 | 0.9% | +8.2% |
| VINCI Construction | 301 | 1.1% | 1,875 | 2.1% | 2,176 | 1.9% | 1,975 | 1.7% | +10.2% |
| VINCI Immobilier and holding companies | 8 | 0.8% | 18 | 2.7% | 26 | 1.6% | 24 | 1.4% | +8.3% |
| Total | 851 | 1.4% | 5,040 | 2.2% | 5,891 | 2.0% | 5,340 | 1.9% | +10.3% |
