Our CSR Commitments: Ensuring equality and improving gender representation

Developing professional equality at all levels of the hierarchy

Convinced that skills and values have no gender, our ambition is to deconstruct stereotypes, continue the feminisation of our profession and develop our work organisations to improve professional equality between women and men. To support the sustainable transformation of our industry and broaden the horizons of our current and future female employees, we are committed to diversifying our talent pool and promoting women at all levels.

By promoting gender representation in our profession internally and among younger generations

On our own, as well as through VINCI Diversity Plan, we aim to:

• Promote the feminisation of our profession internally and among younger generations by visiting them at school
• Support the development of women’s careers at Sixense
• Ensure that all our teams benefit from equal access to training and opportunities

Transmitting passion and inspiring vocation among young women

We are partner of the Elles Bougent association.

The main objective of this association is to promote diversity in technical and industrial sectors through the testimonies of mentors or sponsors for middle school, high school or university students. Across our French business units, 4 mentors and 6 sponsors are involved in this program. Sixense Monitoring has been active with the association for 6 years.

Our goal is to encourage as many vocations as possible for female technicians and engineers. As part of Smart City Week, we welcome schoolgirls and female students to our sites. This was done in 2021 on the Paris metro Line 14 work site and on the work site of Line 18 in 2023.

We also participated in the Innovatech Challenge, a major 100% female competition around entrepreneurship and technology innovation for high school girls and students who work in teams with their mentors.

Benefiting from the experience and support of the other managers

VINCI Group has set up an internal mentoring programme for female managers taking on new responsibilities. This allows them to benefit from the support of an experienced manager who can listen and guide them.

In 2022 and 2023, both Pascale Dumez, Sixense Engineering GM, and Frédéric Delrieu, Sixense Digital GM, supported female managers from sister companies.

Going beyond legal obligations for maternity and paternity leave

In the United States, we have implemented an advantageous and equitable policy for all employees who can take between 3 and 14 weeks of paid leave, depending on their parental status.

There is no US federal law requiring paid parental leave, although some states have enacted such legislation. In this context, Sixense’s initiative is a concrete example of how we promote equality within our company.