Our civic responsibility
Since its founding, Eurovia has promoted civic values, including primarily corporate social responsibility. We embrace the principles set out in the VINCI Group’s charter of ethical conduct and strive to be a responsible employer, dedicated to equal opportunity and occupational health and safety.
Manifesto VINCI, commitment n°4 : Together! Engage in civic projects
Our business activity is rooted in local service.
We therefore support the engagement of our employees and companies in sponsoring civic projects and combating social exclusion.
We commit to supporting the civic engagement of our employees, especially through the Group’s foundations around the world.
Manifesto VINCI, commitment n°5 : Together! Strive for zero accidents
We reject the idea that workplace accidents are unavoidable.
Our management has a responsibility to do its utmost to ensure the physical integrity and the health of everyone on our worksites and in the facilities we operate.
We commit to the zero accidents objective.
Manifesto VINCI, commitment n°6 : Together! Foster equality and diversity
Our culture is based on bringing together people of different backgrounds and experience.
We fight all forms of discrimination in hiring, in workplace relations and in
the career paths of our employees.
We train our managers in this requirement and impress it on our suppliers and subcontractors.
We commit to diversifying our supervisory staff to include more women and people of diverse origins.
Manifesto VINCI, commitment n°7 : Together! Promote sustainable careers
We take a long-term approach to relations with our employees.
We practice responsible flexibility to foster balanced career and personal development for our employees.
We commit to proposing training and job mobility opportunities for all our employees in order to promote sustainable employability.
Manifesto VINCI, commitment n°8 : Together! Share the benefits of our performance
Our employees together represent VINCI’s biggest shareholder block.
We strive to share the benefits of our growth with our employees around the world through employee shareholding and appropriate profit-sharing schemes.
We commit to ensuring that every VINCI employee is given an opportunity, wherever possible, to share in our economic success.
International prevention day
Every two years, Eurovia organizes an International Prevention Day that brings together its 40,000 employees. In 2011, the theme for discussion “near accidents,” which is one of the key levers for anticipating workplace accidents and striving to achieve our “zero accidents” objective.
All of Eurovia’s employees were mobilized to ensure individual and collective commitment to the initiative’s success.
A film, titled Jusqu’ici, tout va bien (“So far, so good”) – which was awarded a prize for best film on prevention at the Festival of Corporate Audiovisual Media in Le Creusot in June 2011 – was screened. Following the screening, discussion and hands-on exercises at each Eurovia site were used to launch the initiative around the world.
Vigiroute® promotes alert driving
At Eurovia, two road accidents out of three, resulting in injury or material damage, could have been prevented. And they represented up to 70% of deadly workplace accidents. In 2003, in efforts to remind all employees of the importance of remaining alert behind the wheel, Eurovia implemented Vigiroute®.
This prevention program includes rules of conduct displayed in all work settings, a driver's guide, a stick-on reminder distributed to all new employees, and a quiz included in our hiring procedures. Four years following the implementation of Vigiroute®, the number of road accidents involving Eurovia employees has dropped by 35%. It is worth noting that Vigiroute® is being rolled out to all VINCI Group subsidiaries.
The traffic supervisor – a “traffic cop” for our worksites
The operator's cabins in the trucks and heavy machinery in use at our worksites are not like the driver's seat in a car - they include many more blind spots. As a result, machinery operators and truck drivers have a limited view of their surroundings - which increases the risk to employees working in close proximity and to the operators and drivers themselves. The solution? A traffic supervisor.
This is a team member who is easily identifiable from his red safety jacket and whose task is to direct vehicle traffic and machinery manoeuvres on site. This safety procedure is in use at all Company sites in France and internationally.
Eurovia invests in the education of its employees’ children
In 1994, the Company launched the Eurovia Foundation to support its employees' children's education. As a result of this internal civic-minded initiative, study grants are awarded to employees' offspring who are pursuing higher education opportunities. In 2011, 336 grants were awarded (or nearly €249,000 in total grants).
Eurovia employees take part in the VINCI Foundation for community action
Nearly 200 Eurovia employees take an active part in the VINCI Foundation. The Foundation focuses on action against all forms of exclusion in all locations where the Group is present. It support projects led by small neighbourhood associations working to promote access to employment for people in need.
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The Foundation, created in 2002, funds about 120 projects a year and brings together social organizations and Group employees in efforts to foster close operational and sponsorship ties. Participating employees become project sponsors and contribute their knowledge and skill sets to the professional development of their civic partners (technical or management advice, assistance at the organizational level, training, presentation and discussion of the industry, building upgrades, outsourcing services, etc.).
Safety is everybody’s business, including external collaborators
Safety rules apply to everyone, including Eurovia employees, temporary staff, and external collaborators, especially vehicle-hire suppliers (on-site personnel with their vehicles or heavy machinery). To promote this principle, Eurovia has developed specific procedures for external personnel. Temporary work agencies are sensitized to workplace risks through a safety training program available on a dedicated extranet.
Worksite managers are responsible for organizing meet-and-greet sessions for temporary staff at their work stations. Vehicle-hire suppliers must follow workplace safety guidelines and enjoy the same preventive measures as all other employees. Their contract imposes strict rules: safety audits for vehicles and machinery; the obligatory use of protective equipment; and adherence to worksite safety regulations.
New employees visible thanks to the colour of their helmet
New hires are more frequently involved in workplace accidents than other employees. These accidents are not only more frequent but more severe - despite preventive and safety measures that apply to all employees and specific measures (one-on-one meetings, orientation guide) designed for new recruits.
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In 2004, Hubbard in the United States came up with a simple and very low-cost solution, which was to require new hires to wear a red helmet for the first 90 days of employment. As a result, experienced employees (who wear white helmets) can easily identify new hires, be on the lookout for inappropriate or risk behaviour, and provide assistance or advice. In the first year, the number of accidents dropped from 30 to 18 among new employees. In 2008, that figure dropped to 4.
This initiative received a Management Prize in the Management category at the 2009 VINCI Innovation Awards.
This occupational safety initiative has been extended to operations in Canada; from this point onward, new employees at DJL (one of Eurovia's Canadian subsidiaries) are easy to spot thanks to their green helmet.
Raising awareness of accident risks among new hires
On worksites, new hires are more frequently at risk with respect to accidents. Consequently, in 2003, Eurovia created a "first day" training program and knowledge evaluation test for young recruits. In 2007, this initiative was extended to the recruitment of temporary personnel and to other Company business lines, including quarries, demolition sites, and laboratories.
It has also been deployed in Germany, North America, the Czech Republic, Slovakia, and the United Kingdom. Since 2009, it has been in application in Construction, civil engineering and at VINCI Concessions. Since its inception, 32,000 tests have been delivered to new hires and 9,500 to temporary personnel.
This initiative garnered a Dissemination Prize in the Vendor Dissemination category of the 2009 VINCI Innovation Awards.
Monthly awareness program
In June 2010, in efforts to provide its employees with occupational health-related information and training, Eurovia UK implemented a monthly awareness program at all of its sites. The program offers help, advice, consultation, and information on the phone and online.
Every month, a poster, a toolbox for organizing information meetings, and a memo are sent to all sites to help raise awareness of major occupational health issues.
Topics discussed in 2011 included exposure to sunlight, men’s health concerns, heart-related problems, and national smoking-free day.
