€83.960 -0.29 %   03/07/2020 17:36

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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 or because of a person’s origin. VINCI has included inclusion and diversity in the Group’s operational manager training programme.

We commit to diversifying our supervisory staff to include more women and people of diverse origins.

An in-house inclusion and diversity network

The VINCI 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 the measures it is taking to achieve this goal, 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 the employment of people with disabilities

VINCI 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 from our initiatives (at end 2019)

Overall, 20.3% of managers are female.
The Group employed 4,097 people with disabilities.
In 2019, the Group purchased goods and services totalling €6.1 million from companies that employ a majority of disabled people.
In all, 30,666 hours of training were provided in 2019.

VINCI 2019 Female-Male equality index

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. For your information, the Group's holding company, VINCI SA, obtained the score of 79/100 for the 2019 calendar year.

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.

Last updated: 23/07/2019