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

APPENDICES

Appendices concerning social commitment 2.6.2

Region average workforce = (Region workforce at December 31 st of the previous year + Region workforce at December 31 st of current year)/2. Region workforce as of December 31 is equal to end-December total workforce for all Regions except Europe. For the Europe Region, the regional workforce is equal to end-of-month total workforce excluding employees under exemption of activity in the framework of the CAP 2020 Agreement in France. Average active workforce: the average active workforce is equal to the total registered workforce for the entity concerned, excluding “inactive” employees. The active workforce is measured every month. The average active workforce is equal to the average calculated over 12 months. “Inactive”: persons appearing in the entity’s workforce but physically absent from the entity for a long period and paid only partially or not at all. This category consists mainly of: unworked notice periods, leave of absence unpaid for various reasons including long-term parental leave, sabbatical leave, end of professional career leave including exemptions from activity in France, leave for business creation, parental educational leave, absence due to long-term illness or accident after using up the amount of leave paid by the Company (amount linked to the current work absence), and military service. Persons on sick leave (excluding long-term) and on maternity or paternity leave are not considered as “inactive” employees. Number of Group redundancies : termination of permanent contract or early termination of fixed-term contract by the employer for one or more reasons that may or may not relate personally to the employee in question, and which may be either collective or individual. Conventional severance, voluntary departure plans, non-continuation at the end of a trial period, and abandonment of post are not considered as redundancy. Number of Group recruitments: hiring on permanent contract and fixed-term contracts. Percentage of women managers: number of women in managerial roles out of the total number of managers as of the end of December. “Manager” is defined as a white collar employee, supervising at least one other white collar employee. Key position: position identified as key at a local, regional or global level, within the scope used in the People@Renault tool (excluding RCI and the expertise network). Number of hours of training: cumulative number of training hours delivered, whether the training is provided on site by internal/external trainers, outside the company by a training organization, or followed remotely. This indicator measures the overall training effort. Training access rate: number of employees trained at least once during the year who are still with the Company at the end of the year, as a percentage of the active workforce at year-end.

Data collection Several methods are used to collect employee data:

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the new People@Renault HR information system was deployed in P 2019 in 39 countries (Algeria, Argentina, Austria, Belgium, Brazil, Bulgaria, Chile, China, Colombia, Croatia, Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Iran, Ireland, Italy, Malta, Mexico, Morocco, Netherlands, Poland, Portugal, Romania, Russia, Serbia, Singapore, Slovakia, Slovenia, South Korea, Spain, Sweden, Switzerland, Turkey, United Kingdom and Ukraine); it collects part of the data for the entire scope and ensures the overall consistency of results; a questionnaire is sent to the Regions. This questionnaire includes P a number of indicators: headcount by gender and age, number of recruitment and redundancies, absenteeism rate, number and subjects of major collective agreements signed during the year, number of employees covered by a collective bargaining agreement and selected at corporate level from the most relevant agreements, total cumulative training hours in the year, training access rate, average training rate per employee and percentage of disabled employees. Each indicator has a specific definition and calculation method that is shared with the Regions. This questionnaire also enables data to be cross-referenced with last year’s figures to monitor developments; for the data specific to health and safety (number of workplace P accidents, commuting accidents and occupational illnesses), a reporting process with monthly consolidation is put in place with the Group entities. Each month, the data is checked at the corporate level, using the protocol, to ensure the quality of their classification. A digital reporting tool is being rolled out, contributing to improving the reliability of data. A continuous improvement process for these collection methods is in place, taking into account the recommendations of the statutory auditors. Total workforce: number of employees holding an employment contract with the entity (permanent or fixed-term). Every employee on the payroll is counted as “one” regardless of his or her contractual working time (or activity rate). All employees on the payroll are counted, even if they are sent to another entity. Average Group workforce = (Group workforce at December 31 st of the previous year + Group workforce at December 31 st of the current year)/2. Group workforce at December 31 st of a year is equal to the total of its workforce at the end of the month for all Regions except the Europe Region. For the Europe Region, the regional workforce is equal to end-of-month total workforce excluding employees under exemption of activity in the framework of the CAP 2020 Agreement in France. Definitions and calculation methods for labor-related indicators

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GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2019