€87.760 +0.41 %
Equality and diversity
VINCI applies a proactive equality and diversity policy based on audits performed in around 100 Group companies. The policy aims to combat all forms of discrimination in recruitment and work relations, notably against women, disabled and senior employees or because of a person’s origin. VINCI has included diversity in the Group’s operational manager training programme.
An in-house diversity networkThe VINCI Diversity Department coordinates a network of about 100 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 equalityVINCI has set itself the target of increasing the proportion of women in managerial roles to 25% by 2020. The Group notably works with the Capital Filles programme, which is designed to provide mentoring for young women attending high school and university, and with its in-house network of women ambassadors who reach out to female university students.
Fostering the employment of people with disabilitiesVINCI takes steps to promote employment and work integration of people living with disabilities, focused 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. The Trajeo’h Association was set up by VINCI to help the Group’s French companies retain incapacitated employees and recruit disabled workers.
A few results of our activities (at end 2015)- Women account for 18% of VINCI’s managers, and VINCI Airports, VINCI Autoroutes and VINCI Immobilier have already exceeded the 25% target for 2020. In the Contracting business lines, which involve jobs traditionally held by men, the percentage of women managers increased from 14% in 2010 to 17% in 2015.
- The Group employed 3,830 disabled workers. The volume of business with companies employing a majority of disabled workers amounted to €6.5 million for the year.
- Employees over the age of 50 accounted for 25% of the Group’s workforce and those under the age of 25 accounted for 9%. The age pyramid has remained stable for several years.
- Diversity training for management and non-management employees: A total of 7,514 hours of training were given in 2015.
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.