Our People

We expect our employees to achieve the highest standards of professionalism in all they do and we undertake to treat them fairly and with the courtesy and respect they deserve. The policy of the Group is that all applicants for employment and existing employees shall be given equal opportunities in all areas of employment. VINCI PLC offers substantial scope for personal development in support of both the goals of the business and individual career aspirations.

 What we said in 2007


    • We will reduce staff turnover further by improving workforce stability
    • We will continue to review the benefits we offer to our workforce and introduce further schemes which enhance the experience of working for VINCI PLC
    • We will build on current partnerships and continually assess and evaluate opportunities to develop new sources of recruitment
    • We will continue the roll-out of Investors in People to cover the entire Group and deliver Performance Appraisal Schemes to our entire workforce
    • We will establish comprehensive learning and development objectives for 2008 to facilitate the development of staff and to achieve the overall aims and objectives of the business
    • We will continue to develop our Occupational Health strategy to reduce absence from work

 What we did in 2008


    • Voluntary turnover reduced from 16% in 2007 to 14.5% in 2008
    • We undertook a full and comprehensive review of the benefits we offer to our workforce and will be introducing a flexible benefit scheme in 2009
    • The time required to fill vacancies fell by nearly two weeks (from 10.2 weeks to 8.26 weeks)
    • Our Investors in People coverage, based on turnover, remained constant at 78%
    • We realised all of our learning and development objectives, enabling us to achieve our business objectives
    • Our Occupational Health strategy helped to ensure that the average number of days absence from work remained constant at 4.3 per person

 What we are doing in 2009


    • Continue to consolidate and integrate the people of VINCI PLC and Taylor Woodrow into the organisation by formulating a learning and development strategy for the restructured business based on better understanding risk and identifying key competencies
    • Roll out a new recruitment process with strong emphasis on direct sourcing
    • Continue the reduction of voluntary staff turnover
    • Reduce sickness absence and increase employee safety at work by continuing to promote and maintain the highest level possible of physical, mental and social well-being of all employees
    • Extend our current range of benefits through the introduction of a flexible benefit scheme in 2009
    • Reinforce our commitment to deliver equality, diversity and inclusion throughout by internally auditing and reviewing our practices, policies and procedures




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