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€78.460 +0.10 %   07/08/2020 17:38
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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

Commitment:
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.

Key indicators:

20
average number of hours of training per employee


160,536
employees trained (73% of the total workforce)

Sharing the benefits of performance

Commitment:
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.

Key indicators:

90%
of Group employees in France are covered by the Castor Fundprogramme

About 9%
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.

Labour relations

Commitment:
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).

Key indicators:

1,540
collective agreements signed in 2019


9,023
employees worldwide serving as employee representatives, of which 84% in France

Inclusion and diversity

Commitment:
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 is aiming for 25% women managers by 2020. 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.

VINCI’s Gender Equality index in 2019
Given the importance VINCI places on increasing the proportion of women in our companies, their management teams and senior management bodies, it considers the male-female equality index as an opportunity to make progress in terms of gender balance and equality, in France and elsewhere. The index scores obtained by the Group subsidiaries concerned in France are published on their websites in compliance with the legal deadlines. As a guideline, the Group's holding company, VINCI SA, scored 79/100 in 2019.

Certification
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.

Progress targets
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-2019):

20.3%
of managers are women

4,097
Group employees have disabilities

75 to 94/100
2018 Gender Equality index results in France for VINCI’s businesses with more than 1,000 employees

Revenue awarded to companies with workforces primarily comprised of employees with disabilities: €6.1 million

A total of 30,666
hours of diversity-related training provided in 2019

Last updated: 30/07/2020