01
Guarantee fair and respectful treatment
Our diversity and inclusion policy is founded on non-discrimination and respect for everyone.
We welcome diversity and we are committed to fair treatment and equal opportunities. We defend non-discrimination and are working hard to promote inclusion through our human resources policies and programmes.
Action 2
A proactive policy of non-discrimination policy: procedures for whistleblowing and comprehensive internal investigations to combat discrimination.
Action 3
Special one-day events to raise awareness of casual sexism.
Action 4
Signing of several external commitments:
- #StOpE charter (Stop au Sexisme Ordinaire en Entreprise / Stop casual sexism in the workplace) in 2020,
- Women’s Empowerment Principles by UN women in 2022,
- United Nations Free & Equal standards to combat discrimination against LGBTIQ+ people (2020) and, en France, the Charter for the association l’Autre Cercle (signed in 2020 and again in 2023) for the inclusion of LGBTIQ+ people in the workplace,
- in France, the #ManifesteInclusion Charter to promote the employment of people with disabilities (2021),
- in France, the 50+ Charter to support employees over 50 (2022),
- the Business and Disability Charter of the International Labour Organisation (2022).
02
Provide an inclusive working environment for every employee
We are seeking to create an accessible and inclusive working environment where everyone can thrive and grow professionally, regardless of the context and their specific needs.
Action 1
In 2021, the company signed a global agreement on hybrid working on-site and remotely.
Action 2
To better integrate people with disabilities, the company has implemented a global policy of disability inclusion. This involves adapting workstations and also making sure that the disabled person is fully integrated with their work team.
Action 3
The Group is a signatory of the ILO Disability Charter.
03
Support inclusion and development
To promote inclusion, we are committed to creating an environment where all employees are able to grow.
Action 1
The Group organises regular training courses:
- training for all managers on discriminatory bias and behaviour;
- training for all managers on inclusive management;
- training to integrate disabled people with their work teams.
Action 2
The influence of various affinity networks:
- The Women@RenaultGroup network promotes sisterhood and the visibility of women. It is open to women and men in the Group who wish to get involved and contribute to greater gender diversity.
- The WAO (We Are OutStandIng) network supports the inclusion of LGBT+ people in the workplace.
04
Develop gender diversity
We have set ambitious targets to increase the representation of women across the Group, in all business lines, in all countries, and at all levels of our organisation.
At the same time, we are committed to promoting women to key positions within the Group and also to governance bodies. Our aim for 2030 is to have 30% of women in management and senior management positions, rising to 50% by 2050. We are also aiming for 50% of female apprentices by 2025.
Action 1
Each country and business line has targets for the recruitment and promotion of women, thereby contributing to the Group’s global commitments.
Action 2
The Group regularly meets school groups to promote its business activities and underline the importance of gender diversity.
It is the role of our employees, who are ambassadors for gender diversity, to attract more women to the automotive industry.
Commitment
Renault Group is subject to French legislation on gender representation in its various legal entities in France.
The Group therefore publishes a gender equality index for all entities in France with over 1,000 employees.
