Diversity and equal opportunity are essential components of the VINCI Employee Responsibility Policy. The VINCI Manifesto, published at the end of 2006, publicly presents this commitment and the principles adopted within the Group and its subsidiaries.

The Group has committed itself to three major orientations:

• Promoting professional integration and equal opportunity for people from immigrant background, people with disabilities and senior citizens.
• Preventing discrimination in hiring and in daily life within the business units.
• Consciousness-raising for management and all employees through training and the dissemination of good practices.

Auditing, to analyze and fine tune our actions

The Vigéo audit

Vigéo, an independent European rating organization, audited VINCI and its subsidiaries, including VINCI Energies, in terms of diversity and equal opportunity.

This audit covers the commitments, the human resources processes and the results of the Group and its subsidiaries, towards 4 categories of people on which VINCI has chosen to focus: women, people from immigrant background, people with disabilities and senior citizens.

This audit allowed for the establishment of a starting point to set margins for progress with the goal of moving from a culture of diversity to real equal opportunity management. It also contributed to identifying good practices, the sharing of which constitutes one of the major orientations for the deployment of this policy in the field.

The AFNOR audit: Diversity Label

Citéos IDF Cités obtained the “Diversity” label in 2009. This brings to seven the number of VINCI group entities that have obtained this AFNOR label.
The audit covered five criteria:

• Appraisal of the current diversity situation in the business unit
• The diversity policy
• In-house communication, consciousness-raising and training
• The taking into account of diversity in the activities of the business unit and evaluation
• Approaches for improvement of the diversity approach