Groupe Renault - 2019 Universal Registration Document

02

OUR UNDERTAKING: MOBILIZE, FOR INCLUSION AND SUSTAINABLE MOBILITY RENAULT: A RESPONSIBLE COMPANY

Corporate social data

Coverage of the materiality matrix stakes Ensuring respect P for human rights and labor law throughout the supply chain Increasing P

THEME

Principal risk

Policy

Reasonable diligence procedures

Performance indicators

Section

Occupational accidents 12)

FR1r rate (with annual P objective) FR2r rate P G1 P Occupational diseases P

Project management based on inherent P security Risk assessments P Mandatory and key requirements based on P the roadmap and with structured follow-up Creation and application of HSE standards P Enhancing Renault’s image as an employer P of choice Develop the Employer Brand and Value P Proposition Measures taken to promote the employment P and integration of people with disabilities Anti-discrimination policy P Initiatives to promote diversity ( e.g. P WoMen@Renault) Skills management: P Creation of business skills reference guides P Creation of a cross-functional skills P reference guide Roll-out of LEARNING@ALLIANCE and P training programs Exchange of information and close contact P with local HR Regular meetings with the Groupe Renault P Works Committee Local learning sessions P Memorandum with stakeholders P Monitoring meetings at local and global level P of the application of the Global Framework Agreements Local social dialog P

(frequency and seriousness)

Rigorous implementation of P the Health and Safety plan with the goal that “everyone impacted by our activity should return home safely and in good health”

EMPLOYEE HEALTH AND SAFETY

Occupational diseases 13)

2.4.2.5

passenger and road user safety

Limited talent retention 14)

Employer Brand and Value P Proposition Employee Experience P

Workforce by P gender/age Women in key positions P Rate of women P managers Rate of disabled people P in the total workforce Number of recruitments P (Group) Number of dismissals P (Group) Training access rate P Average number of P training hours per employee Number of training P hours (Group)

due to lower attractiveness on the labor market or a high departure rate

2.4.1.1 2.4.1.2

Ensuring employee P fulfillment and development Ensuring the P inclusion of everyone in the company

COMPETENCES

Insufficiency of skills required 15) to achieve the objectives of the mid-term plan, with a possible negative impact on costs of personnel, quality of products and services and innovation, production and distribution capacities of our products, services and solutions

Skills management policy P

2.4.1.3

Failure to respect social bodies 16)

2013 Global Framework P Agreement (GFA) New 2019 Global Framework P Areement

Number of meetings P

Ensuring employee P fulfillment and development Ensuring respect P for human rights and labor law throughout the supply chain Ensuring the P inclusion of everyone in the company Ensuring respect P for human rights and labor law throughout the supply chain Ensuring the P inclusion of everyone in the company

with the Groupe Renault Works Committee, including information

and consultation (European body)

WORK ENVIRONMENT

2.4.1.4

Dissatisfactions related to 17) some aspects of life at work: professional relations, inclusion, work life balance, work environment Discrimination in employment 18) and occupation (ILO 111)

Number of meetings P related to Global

Framework Agreements (in 2019)

2013 Global Framework P Agreement (GFA) New 2019 Global Framework P Agreement Discussions with the ILO for P the roll-out of training on fundamental social rights Study of proven risks within P countries where the Group operates, in partnership with the ILO

Equal remuneration (ILO 100) 19)

Number of situations P reported as irregular at Groupe Renault Works Council

2.4.1.2 2.4.1.4

HUMAN RIGHTS

As above P

138 GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2019

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