Groupe Renault - 2020 Universal Registration Document

198 GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2020 Find out more at group.renault.com 02 OUR SOCIAL COMMITMENT GROUPE RENAULT: A COMPANY THAT ACTS RESPONSIBLY OUR SOCIAL COMMITMENT 2.4 Methodological note The social performance indicators respond to the principal risks identified in the Extra-Financial Performance Declaration (EFPD), in line with Order no. 2017-1180 of July 19, 2017, successively amended by Act no. 2018-771 of September 5, 2018 on the freedom to choose one’s future career, the anti-fraud Act no. 2018-898 of October 23, 2018, and Act no. 2018-938 of October 30, 2018 to balance trade relationships in the agri-foods sector and provide food that is healthy, sustainable and accessible to all, and Decree no. 2017-1265 of August 9, 2017. Consolidation scope The consolidation scope covers the Group’s subsidiaries consolidated fully or corresponding to the definitions of a joint operation. Several scopes are used in this chapter: global scope, including AVTOVAZ and excluding mobility P start-ups, covering 99.8% of the Group’s workforce; fully consolidated subsidiaries (excluding mobility start-ups), P covering 97.2% of the Group’s employees; the company that meets the definition of a joint operation is RNTBCI (India) for 66.67%. Some indicators do not cover 100% of the consolidated scope notably due to data unavailability. The health and safety indicators cover 100% of the scope, with the exception of the mobility start-ups, Tandil and the subsidiaries of the AVTOVAZ group, excluding Izhevsk, and thus cover 95.9% of the Group’s workforce. Data collection process, definitions and calculation methods for the indicators are set out in the Appendices concerning social commitment 2.6.2. Promoting diversity, development and employee 2.4.1 commitment In 2020, Groupe Renault’s human capital comprized 170,158 women and men in the 150 entities and 39 countries in which it operates. Each and every one of them uses their commitment and skills to make mobility sustainable and accessible to all, worldwide, while reflecting society’s depth and diversity. Groupe Renault is committed to sustainable and responsible growth, and implements a global, fair and competitive HR policy. HR principles, standards and processes provide a shared frame of reference, which ensures fairness and transparency for all employees. To continue to adapt to transformed roles in the automotive sector and to shape future mobility, the Group has introduced an HR policy with a global vision to ensure that Groupe Renault as a Company is fast-moving, innovative, effective and eager to learn. This policy is based around high-quality social dialog at both local and global levels, and is focused on five priorities: be sustainably competitive, while complying with codes of ethics and regulations to maintain employee health and safety; P attract and develop all talent; P implement management approaches that empower their teams; P promote an inclusive culture; P engage our employees and enhance their employee experience. P Ensuring the necessary resources and skills 2.4.1.1 At a time of digital revolution and the emergence of disruptive technologies at an increasing pace, the skills set needed by the company is changing. All levels of qualification are affected by these transformations. Moreover, identification of talent is taking place in an increasingly competitive market not confined to the automotive sector. To anticipate and adapt to these rapid changes, Groupe Renault recruits new employees with a wide range of profiles and expertise in all the regions where it operates. This means identifying, attracting and fostering the integration and development of talent from increasingly mobile generations.