The 84,785 new employees recruited by VINCI in 2025 benefited from a comprehensive onboarding process. The “Get on Board” digital module for new hires in Group companies is available on VINCI’s e-learning platform. After being updated in 2025, particularly to reflect governance changes, this module has also been rolled out internationally and is now available in English, Spanish, Portuguese and German. This programme is further strengthened with “Welcome to VINCI” orientation days organised by the Group in France, as well as the onboarding programs in place in the business lines.
VINCI Academy designs and rolls out cross-business training courses for VINCI managers and executives, as well as for the Group’s central functions (HR, finance, legal, environment, communication, health, and safety), across all business lines and countries, working with leading institutions (HEC, Sciences Po, Cornell, etc.) and the Group’s businesses. Exchanges between VINCI Academy and the business lines, as well as actions to ensure the overall consistency of the programme within the Group, are organised by business line ambassadors or in the context of training Pivot Club meetings. Each year, VINCI Academy’s actions are presented to the Executive Committee.
The online learning platform Up! enables all the business lines, across the Group’s various geographies, to share content in one dedicated space.
Also available on mobile devices, with a number of language options, it offers a platform for distributing the Group’s knowledge, know-how, and soft skills. Up! includes compulsory e-learning modules for certain staff, such as anti-corruption training, the cybersecurity passport program, and courses to help employees take on a more proactive role in their training. The modules offered, from the environment to compliance (cybersecurity, anti-corruption, etc.), integration and leadership, reflect the Group’s strategic choices.
In 2025, more than 25 e-learning courses were developed, covering artificial intelligence, disability in the workplace and cardiovascular risks, for instance, as well as more specific topics such as retirement and employee savings at VINCI. In 2025, more than 730,000 courses were taken online (653,000 in 2024).
Lastly, VINCI Academy has renewed the accessibility certification of its learning platform to make it more accessible for people with disabilities or employees who are less familiar with digital technology. For the Group, the aim is to provide equal access to online training and services for all individuals.
This course is presented in paragraph 3.1.3.3, “Equal opportunities, the foundation for VINCI’s culture”, page 261.
At a time when the Group is facing a high level of retirements and a significant challenge to retain its key areas of expertise, VINCI has rolled out the Experts program since 2024 to support the transfer of skills. Thanks to this initiative, VINCI retirees can provide services to share expertise or support, working with all of the Group’s companies in France. This may involve support missions, mentoring, or expertise on a project, as well as strengthening a team or replacing a member of staff. After receiving a very positive response, the program continued to develop in 2025, growing from around 20 participants to more than 60 by the end of the year.
These training actions reinforce those led directly by business line academies. The academies provide three types of training: fundamental training programs for managers and business leaders, followed by the Executive Committee; country-specific training programs, such as the module on social dialogue in France; and business training programs focused on very specific areas.
In 2025, VINCI Concessions took a strategic step forward to strengthen its training framework, with the VINCI Airports Academy repositioned at the VINCI Concessions business line level. This change aims to offer a wider range of adapted courses, in line with the needs of the various divisions: VINCI Autoroutes, VINCI Highways, VINCI Railways, VINCI Airports and VINCI Stadium. The programs are now structured around four core themes: culture and strategy, business and people management, operational excellence, and technological innovation, with a particular focus on AI and digital transformation. Among the various flagship programs, the Concessions Culture course was created to develop a stronger understanding of the concessions model and its challenges, fostering a shared vision across the business line. With a focus on upskilling, the structured financing training was extended to cover all French assets, helping teams better understand the complex financial mechanisms specific to infrastructure projects. Following the success of the VINCI Highways Business Game pilot, the VINCI Concessions Academy deployed this program in South America. This immersive and collaborative format helps develop engagement and an understanding of business challenges. Lastly, Lead for Success is continuing to be made available to teams around the world. This program aims to strengthen the managerial skills of VINCI Concessions employees by providing them with practical tools to address leadership challenges in a constantly evolving environment.
VINCI Autoroutes rolled out a joint training program for its various companies in 2025, organised around the strong framework provided by the École des Métiers de l’Autoroute (EMA), which celebrated its third anniversary. As of 31 July 2025, the EMA had trained around 690 people from VINCI Autoroutes companies, as well as external partners working on motorway routes. At VINCI Autoroutes, all new motorway personnel complete four weeks of training there when they are recruited. The EMA also welcomes maintenance technicians for a two-week period, as well as new operational managers, who receive five weeks of initial training. Employees from local authorities in charge of managing infrastructure and from companies and organisations operating on the road networks (departmental emergency and safety services, national constabulary services, partner breakdown services, VINCI Group companies working on motorways, etc.) are also brought in to provide certification training on breakdown assistance, the installation of signs for roadworks or emergencies, winter road maintenance and weather forecasts.
