Equal opportunities
The Diversity Audit
In its Manifesto at
end 2006, VINCI undertook to publish the results of an audit carried
out by an independent organisation on its diversity and equal
opportunities policy. The European non-financial rating agency Vigeo
was chosen to measure VINCI's level of managerial commitment and assess
actual management of risks in this field.
The audit concerned 40 subsidiaries in six European countries (Germany, Belgium, France, the Czech Republic, the UK and Sweden) and involved almost 1,000 employees.
The Vigeo assessment cross-references two indicators: first, employment of the four categories of people particularly targeted by VINCI (women, people from immigrant backgrounds, disabled people and older people) and secondly, our human resources processes, i.e. recruitment, remuneration and benefits, access to training, career development and mobility, working conditions and management of changes in business scope. Vigeo applied the patented "Overnance" method, which reviews the merits of policies aimed at preventing discrimination, the coherence of the processes used to implement these policies and the quality of the results obtained. This framework is inspired by principles of non-discrimination and promotion of equal opportunities set forth by international bodies (UN, ILO, European Commission, OECD, etc.).
Upstream of each audit assignment, the agency analysed documents forwarded by the company (policies, internal publications, indicators, etc.). The people interviewed in each subsidiary included the manager, employee representative bodies, human resources managers and the communication manager, along with a group of employees and a group of managers. Vigeo then used these different elements to assess each subsidiary on a rating scale of 1 to 4, supplemented by an indicator of the trend (stable, increasing, decreasing).
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The results were presented to each subsidiary, with particular emphasis on the strengths, points for improvement and best practices, so as to identify interesting initiatives for future action. The results of VINCI's global assessment were disclosed at a press conference in March, 2008. A steering committee made up of human resources managers from each business line, the secretary of the European Works Council, members of the equal opportunities committee and Vigeo auditors was responsible for monitoring the audit work.
In 2008, 40 new subsidiaries were chosen for inclusion in the audit and continuous improvement procedure aimed at fostering and managing diversity.
Furthermore, to establish a lasting framework for this procedure, an in-house group of some 10 diversity auditors, trained by Vigeo, will become operational in 2009.
Thanks to these concrete commitments, VINCI was awarded the Diversity Label delivered by AFNOR, on 16 April 2009.
VINCI - Equal opportunities - Vigeo audit – March 2008 (PDF file 1,1 Mo)
The audit concerned 40 subsidiaries in six European countries (Germany, Belgium, France, the Czech Republic, the UK and Sweden) and involved almost 1,000 employees.
The Vigeo assessment cross-references two indicators: first, employment of the four categories of people particularly targeted by VINCI (women, people from immigrant backgrounds, disabled people and older people) and secondly, our human resources processes, i.e. recruitment, remuneration and benefits, access to training, career development and mobility, working conditions and management of changes in business scope. Vigeo applied the patented "Overnance" method, which reviews the merits of policies aimed at preventing discrimination, the coherence of the processes used to implement these policies and the quality of the results obtained. This framework is inspired by principles of non-discrimination and promotion of equal opportunities set forth by international bodies (UN, ILO, European Commission, OECD, etc.).
Upstream of each audit assignment, the agency analysed documents forwarded by the company (policies, internal publications, indicators, etc.). The people interviewed in each subsidiary included the manager, employee representative bodies, human resources managers and the communication manager, along with a group of employees and a group of managers. Vigeo then used these different elements to assess each subsidiary on a rating scale of 1 to 4, supplemented by an indicator of the trend (stable, increasing, decreasing).
The results were presented to each subsidiary, with particular emphasis on the strengths, points for improvement and best practices, so as to identify interesting initiatives for future action. The results of VINCI's global assessment were disclosed at a press conference in March, 2008. A steering committee made up of human resources managers from each business line, the secretary of the European Works Council, members of the equal opportunities committee and Vigeo auditors was responsible for monitoring the audit work.
In 2008, 40 new subsidiaries were chosen for inclusion in the audit and continuous improvement procedure aimed at fostering and managing diversity.
Furthermore, to establish a lasting framework for this procedure, an in-house group of some 10 diversity auditors, trained by Vigeo, will become operational in 2009.
Thanks to these concrete commitments, VINCI was awarded the Diversity Label delivered by AFNOR, on 16 April 2009.