VINCI - 2005 annual report

A RESPONSIBLE GROUP / SOCIAL RESPONSIBILITY
collaboration with the committees for
occupational safety and health, company
doctors and Marilou, a non-profi t
organisation.
Road safety
All VINCI companies are committed to
road safety. A large number of local and
national campaigns were launched as part
of the Vigiroute ® accident prevention plan
(guide for raising employee awareness,
training in elementary fi rst aid, signature
of accident prevention policy charter,
etc.). At Eurovia, where this initiative was
launched in 2002, the number of accidents
involving employees has been reduced by
23%. To improve their road safety results,
Cofi route, Sogea-Satom in Africa, SSZ in
the Czech Republic and Freyssinet’s French
subsidiaries have also adopted the approach
and adapted it to their particular activity
and business environment. Three of VINCI
Energies’ German subsidiaries organised
safe driving classes for their employees:
in the insulation activity, 10% of the workforce
benefi ted from this training in 2005.
OCCUPATIONAL HEALTH
The “occupational health and environment”
group set up by VINCI continued its actions
in 2005:
– prevention of musculoskeletal disorders
(MSD) among employees, tracking them
throughout their careers and archiving
data relative to their working conditions;
– developing posture and gesture training
programmes;
– AIDS prevention and information campaigns
and actions in countries where the
disease is prevalent;
– monitoring employees indirectly exposed
to asbestos (particularly those working
WORK ACCIDENT SEVERITY
RATE
2004
2005
114
1.60 1.45 1.06 0.91
France
Worldwide
VINCI 2005 ANNUAL REPORT
in demolition, rehabilitation and site or
pipe system maintenance) throughout
their careers.
Attracting new
talent, developing
skills and
diversifying profi les
ATTRACTING TALENT
In 2005, VINCI recruited 27,000 people
on unlimited term contracts throughout the
world. Renewal of teams is a vital priority
for the Group, whose recruitment needs are
driven both by its demographic structure
and the steady growth in its business lines.
Creating opportunities to
meet young people and future
employees
A network of 150 campus managers
oversees and coordinates VINCI’s relations
with 70 engineering schools and higher
education institutions. In 2005, VINCI
participated in about 30 engineering
school forums and continued its sponsorship
of graduating classes. Group companies
also participated in many communication
operations associated with their recruitment
campaigns: in 2005, Eurovia
launched a campaign using the side panels
of its 3,500 vans and minivans to achieve
its objective of 2,100 new employees
a year. Upstream of these recruitment
campaigns, participation in events such as
“Les coulisses du bâtiment” (behind the
scenes in construction) and the “Paris pour
l’Emploi” (Paris for employment) forum
WORK ACCIDENT FREQUENCY
RATE
2004
2005
22 20.1 18 16.75
allows VINCI to give the public - and
particularly young people still at school -
the opportunity to learn about its business
lines and achievements. The organisation
of workshops within the Group for careers
advisers and teachers is another way of
meeting this goal.
Developing work-and-study
programmes
VINCI subsidiaries actively support
work-and-study programmes by hiring
more than 2,000 young people a year
under apprenticeship or qualifi cation
contracts. Within the framework of the
Apprenticeship Charter signed with the
French Ministry of Employment, Social
Cohesion and Housing, VINCI committed
in June 2005 to increasing the number of
apprentices taken on by 20% in two years.
The charter also commits its signatories
to developing mentoring programmes,
which are already in place at VINCI.
Integrating new employees
VINCI companies are implementing
various programmes aimed at supporting
new employees and helping them integrate
better into the Group. The programmes
include GTM Manager (eight training
sessions for engineers and managers have
already been organised) and building
foremen programmes at GTM Construction;
Coaching Team at Sogea (provided
to 60 engineers in 2005) and “Parcours
Pépinières” at VINCI Energies. The Groupwide
“Welcome to VINCI” induction days
for newly recruited managers are organised
in the regions with the support of local
managers and human resources managers.
They bring together the VINCI companies
in each region and are chaired by members
of VINCI’s executive committee.
NUMBER OF COMPANIES WITHOUT
WORK ACCIDENTS INVOLVING
LOST TIME
2003
2004
2005
39%
42% 51%
France Worldwide
Worldwide