The actions taken to recruit and ensure the continued employment of people with disabilities do not always allow the Group to achieve its ambition in this area or to fulfil the employment quotas required in certain countries. In France, the regulations include provisions for offset contributions to help fund the actions of Agefiph, a French association that manages subsidies for the professional integration of people with disabilities. In 2025, this contribution totalled €4.5 million.
Through its purchases in 2025, the Group also awarded contracts to service providers in Europe with workforces primarily comprised of employees with disabilities representing €17 million of revenue (€18 million in 2024).
A total of 507 complaints involving discrimination and harassment were filed in 2025 by employees and non-employee workers based on information collected through the annual ethics and vigilance reporting and the VINCI Integrity platform. Among these complaints, 285 gave rise to an investigation (383 and 292 respectively in 2024). As in 2024, no situation was reported via the OECD national contact points in 2025.
The total amount of fines, penalties and damages resulting from the above incidents and complaints is not currently consolidated at Group level. A working group has been set up to define a reporting procedure and consolidate these indicators. The reporting scope will gradually be expanded.
| Reminder of IROs | VINCI’s response |
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Positive impacts
Opportunities
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Positive impacts
Opportunities
VINCI’s response Policies and actions linked directly to IRO management
Policies and actions contributing indirectly to IRO management
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VINCI is committed to offering sustainable career paths for its employees, in accordance with the principles set out in its Manifesto. The Group believes that the development and continuous enhancement of skills increase the value of its human capital and drive its performance, while supporting employability and facilitating career development. With a long-term focus, VINCI’s job and career management policy directly reflects these convictions. This ambition involves a robust training system, in terms of both the methods used and the content covered, to enable everyone to play an active role in their own development.
To make that possible, the Group is working towards several objectives: developing employees’ skills in response to the company’s strategic requirements, encouraging professional development to improve their employability, and further strengthening their capacity for innovation in a constantly changing environment. This policy applies to all employees across the Group, covering a wide range of internal and external training programmes.
The policy’s guiding principles include ensuring accessibility to training for everyone, free from discrimination, as well as aligning the training courses offered with the strategic objectives set, and decentralising the implementation of training plans adapted to take specific local features into account. VINCI also focuses on the continuous development of skills, with regular training enabling its employees to progress, as well as robust monitoring and assessments to ensure their effectiveness.
Each Group entity is responsible for drawing up a training plan each year, working with the human resources teams. Employees have access to various training options, including in-house sessions, e-learning and coaching, with different formats to ensure that they are accessible for everyone. VINCI also facilitates intercompany transfers by helping employees gain the skills needed to develop and transition to new roles.
Spearheaded by the Executive Management team, which sets its strategic goals, the training policy is implemented by the human resources teams and local managers, supervised by the Human Resources Department, the HR Board and the Training Pivot Club. Employees are encouraged to take an active role in their own development by participating in the training programs offered.
The Group offers employee development plans adapted specifically for its forward-looking management of jobs and career paths. VINCI believes that developing sustainable, transferable skills is key to ensuring employability. Skill Pulse, an AI tool linked to a job description database, makes it possible to identify skills and draw up training plans to support career development and mobility. Initially designed for emerging fields such as cybersecurity, it has been extended to cover other areas, ensuring transparency, promoting autonomy and recognising soft skills. Its integration into the redesigned and optimised VINCI Jobs platform enables everyone to easily explore the opportunities available in-house and have a personalised view of their career development.
