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 2018)- VINCI allocated €432.4 million to incentive plans, profit-sharing schemes, voluntary employer contributions and charitable donations.
- €185 million of voluntary employer contributions were made in 2018.
- At end-2018, over 130,000 people, i.e. over 50% of the workforce, owned shares in VINCI through various employee savings schemes.
- The VINCI employee shareholder club, which was set up in 2011, had around 14,000 members at the end of 2018.
- At end-2018, nearly 90% of employees throughout the Group were eligible to join an employee savings scheme in 31 countries.
- Altogether, the Group’s employees own over 8.99% 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.