Diversity and equality
Diversifying our jobs to include more women and people of diverse origins
For more than10 years, VINCI Construction has been implementing a pro-active diversity policy.
Our culture is based on bringing together people of different backgrounds and experience. We fight all forms of discrimination in hiring, in workplace relations and in the career paths of our employees. We train our managers in this requirement and impress it on our suppliers and subcontractors. We promote equal opportunities. Since 2015, the emphasis has been on gender equality. We have set the target of 25% women managers by 2020.
In-depth discussions recently resulted in the“OPEN by VINCI Construction”programme, a series of innovative experiments aimed at changing the way we address diversity within the company through meetings of entrepreneurs, employee testimonials, and creative brainstorming and awareness-raising workshops. At VINCI Construction, we believe that diversity and open-mindedness are major drivers of success, progress and fulfilment within the company.
Supporting our international development
As an international company, VINCI employs a large number of people on our sites and in our businesses, whether by recruiting them directly or through our subcontractors. While the institutional context and working environment can vary markedly from one country to another, we have a duty everywhere to observe the rights of those persons and of local communities that might be affected by our projects and activities.
Thus, in 2003, VINCI took the step of signing the United Nations Global Compact, whereby it undertakes to support and promote human rights in its sphere of influence. In 2013, VINCI developed a first handbook on fundamental social rights.
A framework document prepared jointly with the Group’s business divisions
VINCI’s companies operate in a growing number of countries. Therefore, we decided to formalise a more specific joint commitment – VINCI’s guidelines – on human rights. They constitute a direct extension of the VINCI Manifesto, which covers all aspects of our corporate responsibility.
VINCI’s guidelines were drawn up by the Group’s network of Human Resources Departments and business divisions. This collective thinking has resulted in the identification of the main risks associated with human rights and the principles and behaviour to be adopted to prevent such risks.
A progressive approach
The formalisation of these guidelines must be understood not as a coercive but as a progressive approach. Consequently, the document that has been produced can change over time. Furthermore, it has been submitted to European employee representative bodies for consultation.
The VINCI Guide on Human Rights gathers VINCI’s guidelines for the five areas identified (see diagram) and addresses the concept of due diligence, in line with the underlying trend towards the strengthening of ethical principles.