VINCI is committed to promoting inclusive workplaces, to providing training and mobility opportunities for all its employees, and to sharing the benefits of its performance with them, in order to support long-term employability.
Employability and skills development
The commitment to promoting inclusive performance is expressed through the VINCI employer brand promise: “You will enjoy working with us”. Through lasting relationships with its employees, VINCI pledges to promote long-term employability by developing skills and providing training and mobility opportunities for all its employees, to foster balanced professional and personal development. Sustainable employability and employee upskilling are thus key drivers to help VINCI prepare for the future and meet the many challenges that lie ahead.
Measures and action:
· Upgrading the induction process for new employees and promoting the VINCI employer brand;
· Creating and rolling out innovative upskilling tools;
· Developing complementary training programmes between the Group, its business lines and their academies;
· A shared e-learning platform for all Group training centres.
average number of hours of training per employee
employees trained (65% of the total workforce)
Sharing the benefits of performance
The Group’s commitment to sharing the benefits of its performance with employees is another important way in which it fosters sustainable employability. Its economic performance must provide balanced benefits for its shareholders through the dividends it pays, its customers through the quality of the services it provides, and its employees through remuneration systems and collective mechanisms (profit-sharing, incentive, insurance and retirement plans adapted to the conditions and legislation in each country where the Group operates). Employee savings plans also help to share VINCI’s performance with its employees.
Measures and action:
· Castor, an ambitious and advantageous share ownership plan;
· Setting up savings plans and welfare protection systems outside France, adapting them to the legal and fiscal frameworks in the various countries where VINCI operates.
of Group employees in France are covered by the Castor Fundprogramme
of VINCI’s share capital is held by employees
One operation a year, reaching 200,000 employees in 40 countries, and several operations a year in France.
One of VINCI’s priorities in dialogue between management and labour is to build close relations suited to each company, the local economy and the job market, while giving employee representatives a role to play in each company unit. Management and labour are actively involved in dialogue in VINCI’s subsidiaries and at Group level, notably through the European Works Council. The Group’s commitment to labour relations is enshrined in its Manifesto, Guide on Human Rights, Code of Ethics and Conduct, and its participation in The Global Deal.
Measures and action:
• An online platform for the European Works Council;
• Innovative training for the Executive Management Council and European Works Council;
• CSR Committee for the European Works Council;
• Consultation Committee for the Executive Management Council;
• Collective agreements including the agreement on worker’s rights in Qatar, signed with Building and Wood Workers’ International (BWI).
collective agreements signed in 2020
employees worldwide serving as employee representatives, of which 83% in France
Inclusion and diversity
VINCI has a proactive policy to promote equal opportunity, based on audits carried out in about 100 Group companies. This policy is aimed at preventing all forms of discrimination and fostering inclusion in recruitment and working relationships, in particular for women and people with disabilities, while averting exclusion on account of a person’s origin. VINCI has embedded inclusion and diversity in its training path for the Group’s operational managers and equipped its companies with a platform to assess the risks of discrimination relating to their practices. This platform covers the nine key aspects of careers.
Measures and action:
An in-house inclusion and diversity network
VINCI’s Inclusion and Diversity Department coordinates a network of more than 300 diversity champions who meet twice a year and work with the Group’s business lines and companies to carry out awareness raising and training programmes. VINCI also addresses this issue by taking part in the work of bodies such as the French Association of Diversity Managers.
Promoting gender equality
VINCI has set itself the target by 2023 of increasing the proportion of women in recruitments or promotions to managerial positions to 28% and of increasing the proportion of women members of company management committees to nearly 17%. Group, ie at least four women each year on a like-for-like basis. Among other measures, the Group has partnered with Elles bougent, a non-profit focused on encouraging more female students to consider careers in engineering or other technical fields, and is relying on its in-house network of women ambassadors who are reaching out to female students in higher education.
Fostering employment of people with disabilities
VINCI’s steps to promote employment and work integration of people living with disabilities focus on three areas: redeployment of employees unable to continue in their current jobs, hiring of people with disabilities and use of companies that employ a majority of disabled workers. VINCI set up the Trajeo’h Association to help the Group’s French companies retain incapacitated employees and recruit disabled workers.
Female-Male equality index VINCI 2020
Given the importance of increasing the proportion of women in our companies, their management teams and their senior management, VINCI sees the female-male equality index as an opportunity to move forward in terms of gender parity, both in and outside France. The index scores obtained by the Group subsidiaries concerned in France are published according to the legal deadlines on their websites. For information, the Group’s holding company VINCI SA obtained a score of 79 out of 100 points for the 2020 calendar year:
- Difference in compensation paid to women and men : 39 out of 40 points
- Difference in rate of individual salary increases (not including promotions) received by women and men: 5 out of 20 points
- Difference in breakdown of promotions awarded to women and men : 15 out of 15 points
- Percentage of female employees having received a salary increase in the year of their return from maternity leave: 15 out of 15 points
- Number of women and men in the 10 most highly paid positions: 5 out of 10 points.
Earning a Diversity label from an independent organisation also supports efforts to foster inclusion and prevent exclusion in companies. In France, about 10% of employees work in Group companies that hold Afnor Certifications’ Diversity label (awarded on behalf of the ministry of labour). In the UK, almost 70% of employees work for entities certified by the National Centre for Diversity.
In a context of sustained international expansion, the Group’s companies, in all countries where they operate, will step up their efforts to promote local managers and encourage their promotion to positions of responsibility within the Group.
Key indicators (end-2020):