Equal opportunities
Combating discrimination
Our guiding
principle is to prevent discrimination in human resources processes and
at all stages of the employee's life in the company. The equal
opportunities policy is promoted by our network of human resources
managers and our social partners. It is structured around four priority
themes: gender mix in the workplace; hiring and retaining people with
disabilities; promotion, hiring and retaining people from immigrant
backgrounds and employment of people aged 50 or over.
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In 2008, VINCI had 21,229 female employees and women accounted for 13% of new hires. We had 2,634 disabled employees, while the volume of revenue subcontracted to companies mainly employing disabled people rose 19%, to €2.5 million. VINCI pursues a proactive policy as regards managing equal opportunities. In line with its Manifesto commitment, for the second consecutive year, VINCI commissioned an independent audit of its diversity and equal opportunities policy. The 2008 audit, carried out by the Vigeo Group, covered 40 subsidiaries, and 900 people were interviewed. The results for the four themes examined (gender mix and employment of disabled people, people from immigrant backgrounds and older people) shows that practices have improved. With the help of Vigeo Group analysts, a body of in-house auditors was formed and trained in order to develop the audit approach. Furthermore, past audits are the subject of subsequent follow-up.
Human resources managers are made particularly aware of their responsibility to ensure equal treatment of people from immigrant backgrounds in every area: recruitment, access to training, remuneration, etc.
VINCI - Equal opportunities - Vigeo audit – March 2008 (PDF file 1,1 Mo)
In 2008, VINCI had 21,229 female employees and women accounted for 13% of new hires. We had 2,634 disabled employees, while the volume of revenue subcontracted to companies mainly employing disabled people rose 19%, to €2.5 million. VINCI pursues a proactive policy as regards managing equal opportunities. In line with its Manifesto commitment, for the second consecutive year, VINCI commissioned an independent audit of its diversity and equal opportunities policy. The 2008 audit, carried out by the Vigeo Group, covered 40 subsidiaries, and 900 people were interviewed. The results for the four themes examined (gender mix and employment of disabled people, people from immigrant backgrounds and older people) shows that practices have improved. With the help of Vigeo Group analysts, a body of in-house auditors was formed and trained in order to develop the audit approach. Furthermore, past audits are the subject of subsequent follow-up.
Human resources managers are made particularly aware of their responsibility to ensure equal treatment of people from immigrant backgrounds in every area: recruitment, access to training, remuneration, etc.