Groupe Renault - 2020 Universal Registration Document

211 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 Social dialog 2.4.1.4 Year after year, Groupe Renault confirms its determination to use social dialog to build a world of work in a constantly shifting environment, be it at the global or local level. This determination is reflected in particular in the signature of global framework agreements that make it possible to reconcile the interests of both the Group and its employees. The Group’s first global framework agreement “ Committing together for sustainable growth and development ” dates from July 2, 2013. Concluded between the members of the Group Works Council and IndustriALL Global Union, this agreement sets out the social, societal and environmental responsibility of the Group. The signatories have committed themselves to five major lines of action: respect for fundamental social rights; P social responsibility towards employees; P corporate social responsibility in the areas where Groupe Renault P operates; purchasing and relationships with suppliers and subcontractors; P preservation of the planet through the reduction of the P environmental footprint. The Group’s second global framework agreement “ Building the world of work together within Groupe Renault ” was signed on July 9, 2019 between Groupe Renault Management, IndustriALL Global Union, the French trade union federations and the other trade union federations or unions represented on the Group Works Council. This agreement, of which the Group Works Council is a stakeholder, and which in October 2019 received the first prize for the most innovative collective agreement awarded by the Assises du Droit Social (ADS), aims to better prepare for and cope with permanent changes in the automotive industry, which have a major impact on the labor market. These two global framework agreements constitute structuring social dialog themes. Increasingly heightened and broadened A. vigilance on respect for fundamental social rights EFPD4a EFPD6a EFPD6b EFPD6c EFPD6d EFPD17a EFPD17c EFPD17d EFPD18 A historical commitment In October 2004, Groupe Renault published a “Declaration of Employees’ Fundamental Rights”. The two global framework agreements renew, strengthen and complement these commitments, in particular with regard to the effective abolition of child labor, the elimination of all forms of forced or compulsory labor, the elimination of discrimination in respect of employment and occupation, freedom of association and the effective recognition of the right to collective bargaining. No. 100 on equal compensation and No. 158 on termination of employment. The 2013 agreement thus refers to International Labor Organization Conventions Nos. 87, 135 and 98 on freedom of association, protection of the right to organize, workers’ representatives, and the right to collective bargaining. It also incorporates Conventions Nos. 29 and 105 on the abolition of forced labor and Nos. 138 and 182 on the effective abolition of child labor and the minimum age. Finally, it includes Conventions No. 111 on the prevention of discrimination, The 2019 agreement incorporates, in the same year that it was adopted by the ILO, Convention No. 190 , disavowing any manifestation of workplace violence, harassment in all its forms, particularly sexual or moral harassment, or discrimination against employees. A vigilance plan in terms of human rights and fundamental freedoms in consultation with internal and external social actors DV1a As part of the implementation of French Law No. 2017-399 of March 27, 2017 on the duty of vigilance, a mechanism has been implemented for the monitoring of human rights and fundamental freedoms. The aim is, in light of our industrial and commercial activities and the diversity of the countries in which Renault operates, to identify the risks incurred and to draw up a map, based in particular on reports published by the ILO , which may go beyond the fundamental social rights identified within the global framework agreements. It is on this basis that Groupe Renault has decided to pay particular attention to the implementation of ILO Convention No. 100 (Equal Compensation) and ILO Convention No. 111 (Discrimination, Employment and Occupation). This monitoring system is supplemented by feedback from the Group’s various departments, and more specifically, from the Ethics and Compliance department (section 2.5.1.3) and the Purchasing department, from European and international social partners, as well as from the professional whistle-blowing system , which is accessible to Group employees, external or occasional employees and suppliers. Any alerts are addressed in a specific item during the plenary sessions of the Worldwide Group Works Council. Assessment and monitoring of measures implemented DV2a The results of this additional vigilance are regularly assessed and monitored as part of annual follow-up meetings between the Groupe Renault Works Council and the Worldwide Group Works Council. Please note that two sections of the new 2019 Global Framework Agreement are devoted to the Group’s sustainable commitment to inclusion and respect for people. Risk mitigation actions DV3a 88.45% of the Group's employees are covered by a collective bargaining agreement at branch and/or company level. The Audit department now includes knowledge of and compliance with global framework agreements in its local audits of Human Resources practices. In the event of any difficulty in applying these agreements, the memorandum concluded in January 2018 with the signatories of the 2013 framework agreement provides practical guidance for both parties to deal with them jointly. In addition, training opportunities and raising awareness among local Ethics Committees are being studied. They should enable, through examination of risks at the level closest to the operations, better identification of at-risk situations in matters of human rights and appropriate solutions to be applied. In this context, in February 2020, the International Labor Relations department, in partnership with the ILO, organized a three-day