Human Resources
Content
HUMAN RESOURCES At Renault, diversity is much more than a social duty. It is a means for boosting performance on its markets and motivating its employees. Thanks to its positive diversity policy, Renault has succeeded in turning this duty into a source of innovation that has given rise to a number of initiatives, such as the integration of the disabled, the promotion of young people and women, etc. This strong commitment is reflected in the Group¶s new brand signature: Drive the change. Diversity: driving the development of Renault and its employees The Group¶s commitment to diversity is founded in the strong conviction that innovation is spawned by cultural variety and diverse experiences, in which case equal opportunities become a lever for performance. Renault wants to give everyone the same opportunities, irrespective of their age, profile and origin.
In this increasingly competitive world, diversity is a competitive advantage that is a source of ³more mature decisions and more innovative strategies´. This conviction, shared by Carlos Ghosn, Renault¶s President and CEO, puts diversity at the heart of the Group¶s development strategies. The cultural diversity of Renault¶s teams represents a business advantage. Teams that reflect the faces of the 118 countries where the Group is present are capable of meeting our customers¶ expectations. At Renault, the integration of the disabled, women and young people is also a source of innovation. Everyone will find their place in the Group and contribute to its success.
Integrating people with reduced mobility
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The Renault Tech site (in French)
Renault signed an agreement for the social and professional integration of the disabled as early as 1995. This agreement quickly resulted in the creation of an organization dedicated to the employment and professional development of disabled people. The Group¶s Handicap Mission and its local correspondents are tasked with rolling out this policy in the field.
Renault¶s offering has also benefited from this responsible commitment. No-one is better placed to propose innovative solutions for vehicles for persons suffering from limited mobility than our
own disabled employees. This strategy has allowed Renault to develop unique product expertise in this field. With its Renault Tech entity, dedicated to vehicle customization, Renault has become the first European manufacturer homologated to:
y y
design vehicles adapted to persons with reduced mobility, propose associated services (driver and transfer aids, transportation of groups or individuals, rental of adapted vehicles, etc.).
Energizing the company by promoting women
y
Visit the Women¶s Forum official website
60% of car sales are made directly or indirectly to women. This is why Renault pursues an active policy to introduce more women into its teams.
Despite the low numbers of young women in training courses in the automotive sector, women represent one quarter of Renault¶s new recruits each year. Worldwide, women account for 16% of the Group¶s headcount, and up to 28% in Russia, 35% in Romania and more than 45% in certain European subsidiaries.
The Group also works with the ³Elles bougent´ association in France to promote the integration of women in the automotive sector.
The promotion of women is also demonstrated by our active worldwide education policy. In 2010, for the fifth year in a row, Renault supported the Women for Education program, launched by the Women¶s Forum and Elle magazine. This project to promote the training of women in developing countries received ¼100,000 from the Renault-Nissan Alliance. In 2010, the prize was awarded to ten Haitian students who had made individual contributions to the country's
recovery after the earthquake. Each will receive a grant financed by the Alliance to enable them to continue their studies and carry out their projects for helping to rebuilt Haiti..
Promoting the integration of young people In 2008, Renault made a commitment to the French government to promote the professional integration of young people from disadvantaged backgrounds. The results are promising, with 420 work contracts, 720 internships and 450 work experience contracts signed between 2008 and 2010.
Every year, the Group also provides training with a qualification for about 200 young people. 3,200 young people have already benefited from this system, which is deployed in five Group plants in France.
2.1.1 DIVERSITY
2.1.1.1 PROMOTING DIVERSITY AND EQUAL OPPORTUNITY
Renault wants the company to benefi t from the cultural diversity and wealth of experience of all the components of the markets in which it operates. For a locally focused and socially responsible company, diversity is a key driver of performance, motivation and commitment for employees. Diversity is a decisive competitive advantage: the diverse educational backgrounds, talent and career paths of the workforce is what brings innovation. In a globalized world, it is by refl ecting the many aspects of the 118 countries where Renault sells vehicles that the company will understand and best meet the expectations of its customers. In 2010, Renault conducted a diversity diagnosis with the help of an expert in the fi eld. The diagnosis mainly looked into gender, health, disability, origin and age. The diagnosis covered 17 sites all over the world that account for almost 60% of the headcount. The diagnosis precisely identifi ed strong points, but more importantly, points to be improved. Renault is building on this operation by developing tools and materials for the Group¶s entities: a diversity standard describing the right actions to be taken; a self-assessment tool to test whether the subject is taken into consideration; an assessment tool to progress further with internal experts and draw up the action plan. This action plan is currently being deployed in every entity.
2.1.1.2 RENAULT¶S COMMITMENT IN FAVOR OF THE DISABLED
Mobility and diffi culties in fi nding employment are two obstacles to the social integration of persons suffering from disability. As a carmaker and an employer, Renault is naturally taking action. The Renault Tech subsidiary, which designs, produces and markets vehicle
conversions, has a complete range of vehicles and services that is unmatched in Europe: driving and transfer aids, transportation of groups and individuals, short-term rental of vehicles adapted to the transportation of wheelchairs. As a socially responsible company, Renault is also committed to employing and keeping persons suffering from disability. Disabled employees represent 7.65% of the workforce at Renault s.a.s., exceeding the legal minimum of 6% in France.
2.1.1.3 RENAULT¶S COMMITMENT TO GENDER DIVERSITY
As part of its diversity policy, Renault has launched a specifi c initiative focusing on the position of women in the company in the shape of a dedicated plan, Women@Renault.
WOMEN@RENAULT: A PRACTICAL PLAN IN FAVOR OF WOMEN IN THE COMPANY
When Renault became a partner of the Women¶s Forum in 2006, the question was raised on the place of women in the workplace, resulting in efforts to change the company¶s everyday practices on the basis of two priorities: better representation of women in the highest echelons of the company and the launch of Women@ Renault. Four years on, the results reveal undeniable progress. Two women now sit on the Group Executive Committee: Odile Desforges, Executive Vice President, Engineering and Quality, and Laurence Dors, Corporate Secretary General of the Renault group. On November 2, 2010, Marie-Françoise Damesin became the fi rst woman to occupy the position of Senior Vice President, Group Human Resources in the Group¶s history. Women@Renault, launched at the start of 2010, is a tool that drives improvements in the global performance of the company by strengthening gender diversity in the workforce. The plan has two dimensions: fi rst, changes in the HR processes, including recruitment, and career management. By way of example, Renault has set itself the target of fi lling 30% of technical positions and 50% of sales positions with women.
RENAULT RETAIL GROUP RECRUITS MORE WOMEN AT SHOWROOMS
Renault Retail Group (RRG), Renault¶s distribution subsidiary grouping more than 220 sales outlets in Europe¶s biggest cities, made an unequivocal observation in early 2009. In France alone, it had less than one new-vehicle saleswoman per Renault and Dacia showroom. To more closely refl ect the diversity of its customers, the management introduced an action plan. A communication campaign was organized to attract more women applicants and ensure more gender-equal hiring. At end-2010, 30% of RRG new-vehicle salespeople in France were women; at European level, the share was 23%. To take things further, RRG signed the Elles de l¶Auto charter in October 2010, thereby committing to an ambitious gender equality policy ensuring real career prospects for women.
In this increasingly competitive world, diversity is a competitive advantage that is a source of ³more mature decisions and more innovative strategies´. This conviction, shared by Carlos Ghosn, Renault¶s President and CEO, puts diversity at the heart of the Group¶s development strategies. The cultural diversity of Renault¶s teams represents a business advantage. Teams that reflect the faces of the 118 countries where the Group is present are capable of meeting our customers¶ expectations. At Renault, the integration of the disabled, women and young people is also a source of innovation. Everyone will find their place in the Group and contribute to its success.
Integrating people with reduced mobility
y
The Renault Tech site (in French)
Renault signed an agreement for the social and professional integration of the disabled as early as 1995. This agreement quickly resulted in the creation of an organization dedicated to the employment and professional development of disabled people. The Group¶s Handicap Mission and its local correspondents are tasked with rolling out this policy in the field.
Renault¶s offering has also benefited from this responsible commitment. No-one is better placed to propose innovative solutions for vehicles for persons suffering from limited mobility than our
own disabled employees. This strategy has allowed Renault to develop unique product expertise in this field. With its Renault Tech entity, dedicated to vehicle customization, Renault has become the first European manufacturer homologated to:
y y
design vehicles adapted to persons with reduced mobility, propose associated services (driver and transfer aids, transportation of groups or individuals, rental of adapted vehicles, etc.).
Energizing the company by promoting women
y
Visit the Women¶s Forum official website
60% of car sales are made directly or indirectly to women. This is why Renault pursues an active policy to introduce more women into its teams.
Despite the low numbers of young women in training courses in the automotive sector, women represent one quarter of Renault¶s new recruits each year. Worldwide, women account for 16% of the Group¶s headcount, and up to 28% in Russia, 35% in Romania and more than 45% in certain European subsidiaries.
The Group also works with the ³Elles bougent´ association in France to promote the integration of women in the automotive sector.
The promotion of women is also demonstrated by our active worldwide education policy. In 2010, for the fifth year in a row, Renault supported the Women for Education program, launched by the Women¶s Forum and Elle magazine. This project to promote the training of women in developing countries received ¼100,000 from the Renault-Nissan Alliance. In 2010, the prize was awarded to ten Haitian students who had made individual contributions to the country's
recovery after the earthquake. Each will receive a grant financed by the Alliance to enable them to continue their studies and carry out their projects for helping to rebuilt Haiti..
Promoting the integration of young people In 2008, Renault made a commitment to the French government to promote the professional integration of young people from disadvantaged backgrounds. The results are promising, with 420 work contracts, 720 internships and 450 work experience contracts signed between 2008 and 2010.
Every year, the Group also provides training with a qualification for about 200 young people. 3,200 young people have already benefited from this system, which is deployed in five Group plants in France.
2.1.1 DIVERSITY
2.1.1.1 PROMOTING DIVERSITY AND EQUAL OPPORTUNITY
Renault wants the company to benefi t from the cultural diversity and wealth of experience of all the components of the markets in which it operates. For a locally focused and socially responsible company, diversity is a key driver of performance, motivation and commitment for employees. Diversity is a decisive competitive advantage: the diverse educational backgrounds, talent and career paths of the workforce is what brings innovation. In a globalized world, it is by refl ecting the many aspects of the 118 countries where Renault sells vehicles that the company will understand and best meet the expectations of its customers. In 2010, Renault conducted a diversity diagnosis with the help of an expert in the fi eld. The diagnosis mainly looked into gender, health, disability, origin and age. The diagnosis covered 17 sites all over the world that account for almost 60% of the headcount. The diagnosis precisely identifi ed strong points, but more importantly, points to be improved. Renault is building on this operation by developing tools and materials for the Group¶s entities: a diversity standard describing the right actions to be taken; a self-assessment tool to test whether the subject is taken into consideration; an assessment tool to progress further with internal experts and draw up the action plan. This action plan is currently being deployed in every entity.
2.1.1.2 RENAULT¶S COMMITMENT IN FAVOR OF THE DISABLED
Mobility and diffi culties in fi nding employment are two obstacles to the social integration of persons suffering from disability. As a carmaker and an employer, Renault is naturally taking action. The Renault Tech subsidiary, which designs, produces and markets vehicle
conversions, has a complete range of vehicles and services that is unmatched in Europe: driving and transfer aids, transportation of groups and individuals, short-term rental of vehicles adapted to the transportation of wheelchairs. As a socially responsible company, Renault is also committed to employing and keeping persons suffering from disability. Disabled employees represent 7.65% of the workforce at Renault s.a.s., exceeding the legal minimum of 6% in France.
2.1.1.3 RENAULT¶S COMMITMENT TO GENDER DIVERSITY
As part of its diversity policy, Renault has launched a specifi c initiative focusing on the position of women in the company in the shape of a dedicated plan, Women@Renault.
WOMEN@RENAULT: A PRACTICAL PLAN IN FAVOR OF WOMEN IN THE COMPANY
When Renault became a partner of the Women¶s Forum in 2006, the question was raised on the place of women in the workplace, resulting in efforts to change the company¶s everyday practices on the basis of two priorities: better representation of women in the highest echelons of the company and the launch of Women@ Renault. Four years on, the results reveal undeniable progress. Two women now sit on the Group Executive Committee: Odile Desforges, Executive Vice President, Engineering and Quality, and Laurence Dors, Corporate Secretary General of the Renault group. On November 2, 2010, Marie-Françoise Damesin became the fi rst woman to occupy the position of Senior Vice President, Group Human Resources in the Group¶s history. Women@Renault, launched at the start of 2010, is a tool that drives improvements in the global performance of the company by strengthening gender diversity in the workforce. The plan has two dimensions: fi rst, changes in the HR processes, including recruitment, and career management. By way of example, Renault has set itself the target of fi lling 30% of technical positions and 50% of sales positions with women.
RENAULT RETAIL GROUP RECRUITS MORE WOMEN AT SHOWROOMS
Renault Retail Group (RRG), Renault¶s distribution subsidiary grouping more than 220 sales outlets in Europe¶s biggest cities, made an unequivocal observation in early 2009. In France alone, it had less than one new-vehicle saleswoman per Renault and Dacia showroom. To more closely refl ect the diversity of its customers, the management introduced an action plan. A communication campaign was organized to attract more women applicants and ensure more gender-equal hiring. At end-2010, 30% of RRG new-vehicle salespeople in France were women; at European level, the share was 23%. To take things further, RRG signed the Elles de l¶Auto charter in October 2010, thereby committing to an ambitious gender equality policy ensuring real career prospects for women.
