Developing our Talents
Promoting Equity and Developing Skills to Highlight Talents
At Eurovia, only the skills, professional experience and qualifications of candidates are taken into consideration. The Company's HR team has been trained in the prevention of all forms of discrimination during the recruitment process. Avoiding discrimination is done through mobility, professional training, classification, promotion and remuneration. The Company is committed to designing and disseminating tools to make these principles a reality. Eurovia also pays particular attention to the proper management of working conditions and avoiding situations that might infringe upon these goals.
Eurovia supports the commitments included in the VINCI Manifesto. We promote gender equality, equal access to employment for the disabled, welcoming people from various nationalities and the recognition of seniors and their expertise. This is a key point: a mentoring program for new employees, participation in the evaluation of employee skills, etc. Eurovia has traditionally welcomed many foreign workers, and strives to help its team better understand the diversity among on-site and management staff. Moreover, the goal of having more women included at work sites and in management must be pursued. It is also our goal to help those with disabilities integrate smoothly at all levels.
At Eurovia, personal investment is rewarded. 80% of our present managers began their career with our Company. With VINCI, Eurovia introduced a Personnel Planning and Development program. This policy helps all our divisions understand common principles, in particular the management of careers, while allowing each one to remain autonomous with regard to staffing. Each employee is regularly followed to help him or her advance and receive the proper training.
Learning a new trade, honing one's skills, sharing experience…: in all, more than 960,000 hours of training was delivered in 2009 around the globe. Eurovia has two training centres in France (the Gevrey-Chambertin campus and the Mérignac campus).
This HR policy is also based on the principle of 'equitable reciprocity.' Standing by its collaborators during their professional advancement, Eurovia expects strong corporate commitment from them: investment, involvement, good team spirit, autonomy and a sense of responsibility, a flair for all things technical, results and customer satisfaction…
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This personal initiative development is accompanied by the desire to increase multiculturality at Eurovia. Its network business model helps to promote daily exchanges, skills transfer, a common administrative and technical language, the sharing of values… for young engineers from France or the EEC, Eurovia promotes Volunteer for International Experience (VIE) initiatives. Employees join the Company as a works engineer at an overseas division for one or two years, following six months' experience at a site in their training country.
Gevrey-Chambertin and Mérignac, two skill-perfecting campuses in France
Eurovia has two training centres in France. The Gevrey-Chambertin campus in the Côte d'Or region focuses on roadwork industry skills, providing interns with opportunities to work on and complete real-world projects. Here, every year, over 600 employees and fellow workers benefit from some thirty training programs, including "roadwork masonry," which is equivalent to France's professional skill certification and is recognized by the State.
The Mérignac campus in the Gironde region specializes in management training. Young engineers and executives receive training at Mérignac during their first three years at Eurovia. A similar training structure exists for young worksite managers. Mérignac also provides complementary training. It is worth noting that Mérignac is also home to our R&D centre.
Seniors – a true asset at Eurovia
Among French companies, Eurovia stands out for the care with which it treats its seniors. They are the ones who ensure the transmission of knowledge and build ties among teams within the Company. The most experienced among them are trained to become tutors for young recruits, thereby fostering their integration. Seniors also participate in the evaluation of employee skills and training needs.
Some are also trainers themselves at either Eurovia training centre in France, Gevrey-Chambertin and Mérignac, or they lead team-building missions to enhance teams' organization skills and efficiency.
Providing greater opportunities for people with disabilities
In France, Eurovia has implemented a policy specifically designed to support employees and job seekers with disabilities. The policy targets progress on several fronts: gain a better understanding of people with disabilities to determine appropriate job profiles or to adapt positions to employees with disabilities; recruit more interns with disabilities; recruit more employees with disabilities; develop sub...
contracting opportunities; locate adapted workshops that can supply viable services to Eurovia's divisions; and promote exemplary workplace practices by securing disabled employees' employment status through job reclassification.
