Awareness and training sessions provide opportunities to report on actions taken, present and explain the Group’s human rights issues and explore specific topics in more detail, such as forced labour, universal social protection, the living wage, or issues particular to certain geographical areas. They also teach employees how to use the various methods and tools available to operational teams to reinforce local risk prevention measures.
The Social Responsibility Department continuously implements awareness and training programmes for the management committees of the Group’s companies, divisions and business lines. Specific initiatives are rolled out for certain departments, such as human resources, business development, and social affairs. For example, in 2025, an ad hoc training session was delivered to the Group’s internal control teams to deepen their understanding of human rights risks and real-world issues. Case studies were among the tools used. The session also sought to familiarise teams with the methodology used by the Social Responsibility Department and the Group’s human rights coordinators to conduct human rights assessments across the Group. It will be delivered again in 2026.
An e-learning course to raise human rights risk awareness is also available to all entities and employees in nine languages (English, French, Spanish, Portuguese, Polish, Czech, Italian, German and Romanian), covering more than 90% of workers, based on the official languages of the Group’s countries of operation. The course, which is specifically adapted to VINCI’s business lines and results from a year of collaborative in-house development, has been designed as a role-play exercise. It primarily addresses managers of entities, projects or worksites, as well as those in charge of human resources, administration, finance, and health and safety. Completion is monitored and reported to the Human Rights Steering Committee. At the end of 2025, close to 53,000 employees in 116 different countries had finished the course (45,000 employees in 110 countries at the end of 2024).
An additional course has also been developed for managers of concessions to present the issues that may arise during a project’s three phases: development, design and construction, and operation and maintenance. By the end of 2025, more than 2,800 concessions employees had completed the course, which is available in six languages.
Several of the Group’s well-established, emblematic training programmes now include a human rights component. One example is Team Grands Projets, a training course shared by all VINCI Construction divisions, designed to build the skills of managers of major projects and help them handle complex environments more effectively. The Cooperate programme, for all business lines, is another example. Both use role-play exercises based on situations from internal or external case studies.
Lastly, VINCI develops training courses, internally or collaboratively with other stakeholders, focusing specifically on certain issues (see paragraph 3.3.3.2, “Specific vigilance measures to fight forced labour and illegal work”, page 311).
The issues facing VINCI and its entities are often complex or systemic and involve multiple players throughout the value chain. Although VINCI continually enhances its risk prevention and management systems, several factors – such as certain features of its activities, especially their cyclical nature, the position occupied by Group companies in the value chain, and a volume of activity often limited to one country or project – mean the Group does not always have the necessary leverage to pursue every possible action. Consequently, in addition to its in-house efforts, VINCI has joined a number of external coalitions and initiatives, collaborating with other stakeholders to develop tools, methodologies and actions to promote human rights, better address challenges and help build a more virtuous ecosystem.(*)
