2013-vinci-annual-report

166 VINCI 2013 ANNUAL REPORT
Breakdown of training hours by subject, and change
Managers
Non–
managers Men Women Total
2013 2012 2013/2012
Of which
France Total Change
Technical 220,179 1,093,956 1,174,848 139,287 1,314,135 42.4% 785,314 1,345,143 (2.3%)
Health and safety 141,361 915,722 986,830 70,253 1,057,083 34.1% 779,919 991,573 6.6%
Environment 10,165 33,131 34,426 8,870 43,296 1.4% 19,125 43,983 (1.6%)
Management 112,940 81,928 163,816 31,052 194,868 6.3% 117,807 192,380 1.3%
Admin and support 114,897 163,486 180,558 97,825 278,383 9.0% 170,370 248,461 12.0%
Languages 49,378 85,414 91,348 43,444 134,792 4.3% 47,776 131,783 2.3%
Diversity training 3,953 6,407 8,455 1,905 10,360 0.3% 6,801 15,241 (32.0%)
Other 13,370 54,816 56,535 11,651 68,186 2.2% 51,884 70,100 (2.7%)
Total 666,243 2,434,860 2,696,816 404,287 3,101,103 100.0% 1,978,996 3,038,664 2.1%
Hours of training per employee 19 15 16 15 16 18 16 0.0%
1.8 Equality and diversity
1.8.1 General policy for promoting diversity and preventing discrimination
In this area, VINCI is pursuing the diversity policy it initiated in 2004, which is based on preventing any type of discrimination in its hiring,
training, promotion and remuneration of employees and in their working conditions, as well as ensuring equality for everyone, with a special
focus on gender equality, employing people with disabilities and those from an immigrant background, and age pyramid management.
VINCI’s diversity promotion policy is driven by a network of diversity coordinators and trainers (86 of them at end 2013). The coordinators
are trained and regularly pool know-how via agreements or social network-style collaborative tools. VINCI has developed a new guidebook
and distributed it to all diversity trainers to help them lead local meetings that heighten awareness of stereotypes, fight against discrimination
and promote equal opportunities for all. Diversity training is now included in the training programme for the Group’s operational managers,
with 3,953 training hours provided to managers in 2013.
Diversity has for a long time been a major topic of dialogue between management and labour. There were 86 collective agreements signed
on equality and diversity in 2013.
1.8.2 Measures to promote gender equality
VINCI’s objective is to improve its gender mix. In particular, it intends to increase the proportion of women in managerial roles to 20% by
2015, from 18% in 2013, representing an increase of 7.6% in a year and more than 11% in two years. To achieve this objective, the 2012-2015
action plan approved by the Executive Committee focuses on the attractiveness of VINCI, its recruitment methods and career
opportunities.
In France in 2013, the Diversity label was renewed for the five accredited companies (VINCI SA, ASF, Cofiroute, GTM Bâtiment and EMCC).
Women employees by business line, and change
Number of
women
managers
Number of women
non–managers
2013 2012 2013/2012
Total women
employees Total Change
Concessions 776 32% 5,168 33% 5,944 33% 5,134 16%
VINCI Autoroutes 314 32% 2,821 42% 3,135 41% 3,309 (5%)
VINCI Concessions 462 33% 2,347 25% 2,809 26% 1,825 54%
Contracting 5,156 16% 15,630 11% 20,786 12% 20,426 2%
VINCI Energies 1,657 15% 6,001 12% 7,658 12% 7,686 0%
Eurovia 641 14% 3,462 10% 4,103 10% 4,066 1%
VINCI Construction 2,858 18% 6,167 12% 9,025 13% 8,674 4%
VINCI Immobilier and holding cos. 162 35% 203 67% 365 48% 343 6%
Total 6,094 18% 21,001 13% 27,095 14% 25,903 5%
1.8.3 Measures to promote the employment and social integration of disabled people
The accident prevention policy aims to ensure that everything possible is done to minimise occupational accidents and their consequences
in terms of incapacity. Measures to promote the employment and social integration of disabled people have three main strands: the redeployment
of staff no longer able to perform their current roles, the hiring of disabled people, and the use of companies and non-profit
organisations that specifically employ people with disabilities.