Groupe Renault - 2020 Universal Registration Document

203 GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2020 02 OUR SOCIAL COMMITMENT GROUPE RENAULT GROUPE RENAULT: A COMPANY THAT ACTS RESPONSIBLY CORPORATE GOVERNANCE FINANCIAL STATEMENTS RENAULT AND ITS SHAREHOLDERS ANNUAL GENERAL MEETING OF RENAULT ON APRIL 23, 2021 ADDITIONAL INFORMATION Groupe Renault’s ambition is to be the best employer for women in the automotive industry. It has three objectives: become a benchmark employer for women; P neutralize the gender pay gap by 2025; P maintain our leadership in gender diversity among carmakers and P increase the presence of women in key positions. In order to promote gender diversity, in 2010 Renault launched WoMen@Renault, a comprehensive plan for improving the representation of women at all levels of the Company. This system is based on two complementary components: a Human Resources plan and an internal social network. The first component, Human Resources, involves talent management (recruitment, training, career management). Groupe Renault's ambition is for women to hold 30% of positions by 2030, 35% by 2035 and 50% by 2050, including: the Top governing Bodies; P Senior Management positions (top 4,000); P Management positions (top 11,000, i.e. 10% of the Group’s P positions with the highest level of responsibility, excluding RRG and AVTOVAZ). In order to meet these objectives, Renault has chosen to change the indicators used to manage the detection, development and promotion of women. Through the Diversity & Inclusion scorecard, shared at all levels of the HR function, the Group monitors the proportion of women holding these key positions. The aim is to ensure that women continue to progress throughout their careers to the highest levels of responsibility. In December 2020, 24.3% of the top 11,000 positions and 20.5% of the top 4,000 positions were held by women. In order to ensure, or even accelerate, their ability to move into these positions, all HR processes aim to ensure they are identified and trained. On this point, the Group offers women a range of tools to assist with their development (mentoring, coaching and specific training schemes), enabling them to fulfill their potential and demonstrate their leadership. In addition to the training programs which have already been rolled out in recent years for women during their careers, in 2018 the Group has created a specific training course, in partnership with the London Business School, which helps Renault’s female employees to access roles at the highest level of responsibility. Under the Be Your Own Leader program, the female participants are assigned a mentor from the Group’s Executive Committee. Thirty women have already benefited from this new program. In 2020, two sponsors on gender diversity, members of the Executive Committee, were appointed: Véronique Sarlat-Depotte and Denis Le Vot. They hosted an internal webinar on the subject in September 2020. In mid-2020, Groupe Renault joined the inter-company Gender Diversity in Seine network, in France. It has committed to three initiatives: an individual commitment by the senior executives in favor of the association #JamaisSansElles; the organization of a round table on the place of women in the media during the health crisis; and a cross-mentoring program. The second component of the WoMen@Renault plan is based on an international internal social network , where men and women discuss the progress of the equality initiative and analyze best practices. Active in 14 countries , the network organizes events and initiatives to promote diversity both at a central level and in the various countries, including awareness workshops and conferences. In December 2020, Groupe Renault signed the #StOpE Charter (Stop Everyday Sexism in the Workplace). In 2020, Groupe Renault continued its partnership with the Elles Bougent association in France. The goal of these female mentors, which include over 100 volunteer Company employees, is to create a dialog with young female students and encourage them to consider scientific and technical careers. In 2020, the Company continued its commitment to UN Women (France), a commitment first made in 2016. On International Women’s Day on March 8 , Groupe Renault continued to support the HeForShe solidarity initiative. Finally, Groupe Renault participated in the tenth Trophées des Femmes de l’Industrie awards. The event rewards and highlights the exemplary career paths of women in industry. At this event, Delphine de Andria, Program Director of Groupe Renault's Africa Middle-East India Pacific Region, received the International Woman of the Year award. At the beginning of November 2020, the Group launched a major program to train the entire HR function worldwide in Diversity and Inclusion. Eighty employees have been trained by an external expert to become internal trainers and to run training sessions for HR employees in 2021. Sexual orientation and gender identity c) In 2020, Groupe Renault signed the United Nations Free & Equal standards against the discrimination of LGBT+ people and, in France, the Autre Cercle Charter. In France, Autre Cercle elected François Roger, Group HR Director, as Role Model 2020 as Allied Manager, and Valérie Hallouin, HR Transformation Program Leader, was elected Role Model Leader LGBT+. In 2012, the Group’s employees created the We’R OutStandInG (LGBT+ and partners) network. The network’s initiatives and support for LGBT+ employees helps to create an inclusive work environment in which everyone can participate and flourish, regardless of their sexual orientation or gender identity. The network primarily provides support to people in transition and victims of discrimination, as well as setting up training and conferences. An LGBT+ affinity group, Proud@Renault, was launched in Brazil in July 2020. In France, LGBT+ representatives have been appointed in all plants. Promoting talent at all ages EFPD1c d) Recruitment plans, which are more limited than in 2019, have nevertheless made it possible to limit the ageing of the workforce and maintain a balanced distribution by age group: 14.1% are less than 30 years old, 30.6% are between 30 and 39 years old, 31.9% are between 40 and 49 years old, 23.4% are more than 50 years old.