Groupe Renault - 2019 Universal Registration Document

02

INCLUSION RENAULT: A RESPONSIBLE COMPANY

At the end of 2019, a Company-wide Diversity and Inclusion team was also created. It is managed by the Employer Strategy department that forms part of the Group’s Humans Resources department. Its main objective is to achieve faster progress in the area of diversity and inclusion, by promoting equal opportunity initiatives and putting forward new tools to measure progress in this area. 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. These events are open to both men and women to enhance the debate. In March 2019, Groupe Renault was involved in the ninth edition of the “Printemps de la Mixité” (Spring gender diversity event), formerly known as “Printemps des femmes”. This annual event attracts both men and women from major French companies. In 2019, Groupe Renault continued its partnership with the “Elles Bougent” association in France. The goal of these female mentors, which include over 100 Renault volunteer employees, is to create a dialog with young female students and encourage them to consider scientific and technical careers. Renault supports the Observatoire de la qualité de vie au travail (the Observatory for Quality of Life at Work, formerly the Observatoire de la Parentalité or Observatory for Parenthood). This organization manages a network of stakeholders involved in corporate parenthood in a bid to strike a balance between professional and private life. These two issues play an important part in Renault’s philosophy and actions. In 2019, the Company continued its commitment to UN Women (France), a commitment first made in 2016. On International Women’s Day on March 8 th , Groupe Renault continued to support the HeForShe solidarity initiative. Finally, Groupe Renault participated in the ninth “Trophées des Femmes de l’Industrie” awards. The event rewards and highlights the exemplary career paths of women in industry. At the 2019 event, Elisabeth Delval, Director of the ZOE program, received the “Woman of the Year in Industry” award. Sexual orientation and gender identity c) 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. Promoting talent at all ages  EFPD1c  d) Recruitment plans have maintained a balanced breakdown of workforce by age: 16.4% of employees are under 30, 31.1% are between 30 and 39, 30.3% are between 40 and 49, and 22.2% are over 50.

BREAKDOWN OF WOMEN/MEN BY REGION

12.8

12.9

21.2

32.5

45.1

87.2

87.1

78.8

67.5

54.9

Europe AMI-Pacific Eurasia Americas

China

Men

Women

The breakdown of women/men is calculated on the basis of the global scope as of December 31, 2019. 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), and Groupe Renault has set Company-wide quantifiable targets for the plan. The proportion of women in the Group’s 2,000 key positions is monitored using a scorecard, which the Group shares at all levels of the HR function. The share of women in key positions, following a consistent increase over the years, is now stabilizing. While less than 20% of the Group’s key positions were occupied by women in 2013, the proportion had reached 26.5% by the end of 2019. 24.4% of the 11,000 positions with the highest level of responsibility were occupied by women (which covers 8.5% of the Group’s total positions with the highest level of responsibility, excluding RRG and AVTOVAZ). The same levels of vigilance are in place at all levels of the Company. The proportion of female members of the Board of Directors, which for two years had hovered at around 43%, now stands at 46.7%, with seven women (AFEP Rule). The share of women on the Executive Committee is 20%, and a woman was appointed to stand in as Chief Executive Officer. In addition to these quantified targets, women are also offered a range of tools to assist with their development (mentoring, coaching and specific training schemes), enabling them to fulfill their potential and demonstrate leadership. The Group emphasizes the development of female employees in order to more quickly increase the proportion of women in positions at all levels of responsibility. In addition to the training programs which have already been rolled out in recent years for women during their careers, 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. Following its pilot phase in 2018, the training program was fully rolled out in 2019. 30 women have already benefited from the new program.

194 GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2019

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