VINCI - 2005 annual report
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VINCI - 2005 annual report

VINCI - 2005 annual report VINCI - 2005 annual report

publi.vinci.com
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11.01.2013 Views

A RESPONSIBLE GROUP / SOCIAL RESPONSIBILITY AGE PYRAMID 118 Over 60 55 to 60 51 to 54 45 to 50 41 to 44 35 to 40 31 to 34 26 to 30 25 or under VINCI 2005 ANNUAL REPORT 2% 10% 10% 14% 14% 16% 11% 12% 11% management for seniors (22% of employees are over the age of 50). This work led to the drafting of a reference document as a common platform for initiatives to be developed within the Group. It was also a subject of debate in the second convention of VINCI human resources managers in October 2005. Actions aimed at raising the awareness of communications managers and the creation of dedicated tools further contributed to the recognition of these issues. Initiatives launched by VINCI companies included the signature of a diversity charter by CFE (VINCI Construction) in Belgium, the invitation issued by Cofi route (VINCI Concessions) to the Garches Hospitals Foundation to assess the accessibility of its infrastructure for people with reduced mobility, and the introduction of equal opportunities training programmes for managers at VINCI PLC (VINCI Construction) in the UK (82 managers participated in 2005). Fostering social dialogue VINCI’s social dialogue policy refl ects its commitment to several fundamental principles: recognition of the role of unions within the Group; decentralisation and the quest for an ongoing balance between trade union involvement and maintaining a close link with professional activities; the determination to increase information and training for employee and trade union representatives by involving them in the implementation of the Group’s major policies on aspects such as occupational health and safety, sustainable development and the gender mix in the workplace; the determination to facilitate communications and meetings for union and employee representatives. On the local level, works councils, single staff delegations and employee representatives, together with the committees for occupational health and safety, contribute to the quality of social dialogue. Discussions within these different bodies are reported at national level by the Group Works Council and at European level by the European Works Council. The Group Works Council, which meets twice a year, is made up of representatives from over 50 entities in France. It receives business and fi nancial information, employment trends and forecasts, and accident prevention actions initiated at Group and company level. It is informed of VINCI’s business outlook for the coming year and has access to the consolidated fi nancial statements and corresponding statutory auditors’ reports. It is advised formally, before any material decision is made, of any signifi cant project affecting the Group’s consolidation scope, legal and fi nancial structures, and the potential impact such a project may have on employment. The European Works Council has a broader remit. It is made up of representatives and observers from eight European countries in which VINCI has subsidiaries. The collective agreements negotiated and signed by VINCI companies are the tangible evidence of a decentralised human resources policy, which takes account of realities on the ground and aims in particular to improve employee health, safety and working conditions while also enhancing the organisation of working hours. In 2005, 993 collective agreements were signed. Absenteeism due to strikes amounted to 7,800 days out of a total of 28.2 million days worked. Remuneration and incentives EMPLOYEE PROFIT SHARING VINCI’s remuneration policy is organised in accordance with its decentralised management structure. Common principles covering individual remuneration and incentives in line with the Group’s results are used as guidelines for this policy in all countries where VINCI operates. In France, an increasing number of employees benefi t from incentive schemes and profi t sharing agreements. Some 41% of profi t centres have incentive schemes (over €30 million

VINCI CONSTRUCTION SATISFACTION SURVEY In June 2005, VINCI Construction launched an opinion poll giving 15,000 employees (31% of construction employees) an opportunity to express their opinion on their work and their company. The four-page questionnaire was returned directly to IFOP, a French public opinion poll institute. The results can be consulted by all employees on the VINCI Construction website. Bottom. A European Works Council working group defi ned priority thrusts in terms of social, environmental and civic involvement issues. Feedback on the discussions, followed by a debate, was organised in 2005 for all representatives of the European Works Council. 119

<strong>VINCI</strong> CONSTRUCTION SATISFACTION SURVEY<br />

In June <strong>2005</strong>, <strong>VINCI</strong> Construction launched an opinion poll giving 15,000 employees (31% of construction employees) an<br />

opportunity to express their opinion on their work and their company. The four-page questionnaire was returned directly to IFOP, a French<br />

public opinion poll institute. The results can be consulted by all employees on the <strong>VINCI</strong> Construction website.<br />

Bottom. A European Works Council working group defi ned priority thrusts in terms of social, environmental and civic involvement issues. Feedback on the discussions,<br />

followed by a debate, was organised in <strong>2005</strong> for all representatives of the European Works Council.<br />

119

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