At VINCI Construction, 2025 was marked by the launch of Cesame, the dedicated academy serving its teams in France. This Academy aims to further strengthen operational excellence at construction sites by supporting Proximity Networks employees in France. This year also saw the launch of the Safety DNA programme in France, the United Kingdom and the United States. Intended for business unit managers, this training helps raise their awareness of their individual psychological preferences when faced with risks. The VINCI Construction divisions have introduced new trade-specific programmes, such as training on mixed timber/concrete construction (Building France) and the Roadboost programme, which incorporates AI to enhance the learning experience and strengthen the operational expertise of the Road France Division’s 3,500 site managers. In Canada, VINCI Construction launched its graduate programme to make it a more attractive destination for engineering profiles and accelerate their skills development.
The VINCI Energies Academy is moving forward with its mission to enable talent to flourish and promote the Group’s culture in line with the strong development of activities around the world. In 2025, two new local academies were inaugurated, with one covering the Czech Republic and Slovakia, and another focused on English-speaking North America. Two other academies are currently being built, in Poland and Abu Dhabi, which will take the total number of local academies up to 22, covering nearly 99% of all employees. At the heart of the training catalogue, the “fundamental” courses are focused on company culture and are continuing to ramp up, with the Safety module redesigned to support VINCI Energies’ new strategy in this area. Following pilot sessions in 2025, this new Safety training programme will be rolled out for all operational directors and business unit managers from 2026 to 2027. Digital training is continuing to grow steadily on VINCI Up!, with nearly 70% of the business line’s employees using this platform at least once during the year. In 2025, a comprehensive review of technical training was also carried out and identified 45 technical training centres.
At VINCI Immobilier, work began in 2025 to transform its approach to training, with the launch of its own Academy project. Designed as a strategic catalyst, this Academy aims to transmit the business line’s DNA and structure its key know-how and critical skills around each sector and activity, while promoting a common language and strengthening its business culture. Within this robust framework, various cross-cutting courses have already been put in place to cover all the business line’s activities, such as the Manager Experience programme, a management course addressing the new contextual and leadership challenges at VINCI Immobilier. Alongside this, a wide-ranging AI awareness campaign is continuing to progress with a view to developing responsible practices and strengthening the company’s agility in response to technological transformations. Lastly, the retirement home operator Ovelia, a mission-driven company, has stepped up its training initiatives to improve understanding of the elderly, promote good care practices and enhance the management of physical or verbal aggression. These actions aim to ensure the appropriate and respectful treatment of senior residents.
All of these actions are included in the budget for the human resources departments of the VINCI Group and its business lines and companies.
At this stage, the Group has not defined centralised quantitative targets for its impacts, risks and opportunities relating to training and skills development.
However, targets are determined on a case-by-case basis depending on the training programme, and directly by the VINCI companies and business lines. In addition, a series of indicators is monitored on a regular basis to guide actions and assess the impacts of the training policies implemented.
More than 2 million hours of training provided by internal training centres (*) in 2025:
