VINCI’s economic performance must benefit, in a balanced way, its share- holders through the dividends paid out, its clients through the quality of the services provided and its employees through remuneration packages. Employee savings plans enable employees to share in the Group’s performance.
Helping every employee to become a shareholderOne of VINCI’s core commitments is to expand its employee shareholder base. In 1995, VINCI set up an employee savings plan, Castor, initially available to French employees only. From its inception, this plan (in its various versions) offered employer contributions designed to encourage savings by the lowest-paid employees and thus enable a very broad range of employees to share in the success of the Group. This policy and the employees’ trust in the Group’s success attracted large numbers of employees over the years. The savings plan was subsequently rolled out internationally, with adjustments to comply with the regulatory procedures of each country concerned.
A few results of our activities (at end 2017)VINCI distributed €347.1 million through incentive plans, profit-sharing, employer contributions and welfare protection.
- Nearly €151.6 million of employer contributions were made during the year.
- At the end of 2017, more than 135,000 employees, about 69% of the workforce, held VINCI shares through the Group’s employee savings plans.
- At the end of 2017, VINCI’s Employee Shareholders’ Circle, set up in 2011, had 13,750 members.
- At the end of 2017, nearly 90% of Group employees, in 31 countries, had access to an employee savings plan.
- The Group’s employees collectively hold more than 8.8% of its share capital.
VINCI will continue to extend its employee savings and welfare plans internationally, adapting them to the legal and tax regulations of the various countries where it operates.