Groupe Renault - 2019 Universal Registration Document

RENAULT: A RESPONSIBLE COMPANY

ANNUAL GENERAL MEETING OF RENAULT ON APRIL 24, 2020

GROUPE RENAULT

CORPORATE GOVERNANCE

FINANCIAL STATEMENTS

RENAULT AND ITS SHAREHOLDERS

ADDITIONAL INFORMATION

INCLUSION

A collaborative management system P The Agreement provides managers with the critical role of maintaining high-quality professional relationships, based on a management system that promotes group work, listening, mutual respect, empowerment and professional recognition. Employees also have an active role to play in their own careers and impact upon their working environments. Sustainable commitment to inclusion P There are a number of measures in place to boost inclusion with, in particular, inclusion policy "aimed at creating an environment of trust and mutual understanding, in which each person at the Company, regardless of their age, physical condition, gender, sexual orientation, origin, religion, political views, union status or national or social origin, feels at ease and can be themselves. This enables them to express their individual potential and thereby contribute to collective performance”. Accordingly, sites organize integration programs for new starters. There are also shared platforms, internal social networks, and clubs for the various business activities, to promote discussion and share knowledge. The Agreement also reaffirms the Group’s commitment to compliance with the fundamental social rights and incorporates ILO convention no. 190. It includes compliance with fundamental social rights, the protection of personal data, any form of violence, harassment or discrimination in the workplace, and all improper conduct in the workplace, with a professional whistle-blowing system open to all employees, suppliers and service providers. Action and solidarity programs are encouraged, such as donation of paid leave to employees who have a seriously ill or disabled child or partner. Work-life balance P The Agreement also makes working conditions more flexible, with adapted or changed working hours to improve work-life balance. Working hours can accordingly be adapted to personal circumstances, meetings should be planned so that everyone can attend, and work from home schemes should be encouraged while ensuring that team spirit is maintained. Adaptation of the working environment P There is a particular emphasis on the unique requirements of employees and their roles, with a specific focus on people with disabilities, facilitating both group and individual work, and incorporating focus and relaxation areas. The Company is committed to working with business experts, employee representation bodies on site renovations, and carefully considers the ergonomics and quality of its facilities and catering areas. The Group also plans to provide employees with various digital tools to make their lives easier when working off-site. To help develop these new working practices, “Groupe Renault provides its employees with various digital tools, enabling them to overcome any day-to-day spatial constraints that they might encounter, and so that they can access any Company systems they need, on any device and in any location (including on their own devices)”.

A new Global Framework Agreement on quality of life at work for employees was signed on July 9, 2019 To continue the work of the 2013 Global Framework Agreement, on July 9, 2019, Groupe Renault signed a new Global Framework Agreement with 10 trade union federations and trade unions represented on the Group Works Council, the Group Works Council secretary and the IndustriALL Global Union. Against a backdrop of major economic, technological, digital, social and societal shifts, this Framework Agreement demonstrates the Group’s aim of linking well-being at work with group performance. It also confirms Groupe Renault’s social aims, as the Agreement will form an integral part of its sustainable development and competitiveness strategy. This innovative Agreement, entitled “Working together to build a Groupe Renault working environment” confirms the Company’s commitment to compliance with fundamental social rights, and now also incorporates the convention adopted by the ILO in 2019 on violence and harassment in the world of work. It constitutes a structural basis for social dialog, both at Group level and locally. It also encourages and makes it possible to implement initiatives, and to identify relevant and pragmatic solutions that improve the working lives of employees through the negotiation of local agreements. In the interests of sustainability, this new Agreement addresses multiple aspects of working life, and specifically those that enable employees to combine performance and well-being. “The agreement puts into practice one of the conclusions of the ILO’s centenary: the future of work is not written in advance, it depends on what the labor actors will do with it, particularly through social dialog. I welcome the signatories of this agreement who are part of this proactive and positive perspective with regard to the challenges of labor transformation.” Guy Ryder, Director-General of the ILO This new approach, which applies to all Group employees worldwide, is based on five key drivers: Dialog on changes in the workplace P Given that the automotive sector is undergoing a major shift towards digital technologies, connectivity and autonomous and electric vehicles, the Group must create conditions in which employees can identify and acquire skills that are crucial to changes in their roles within the sector, and to their employability. A dynamic and predictive approach to skills management is required in all of the Group’s countries.

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GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2019