CSR / Romania May 2011 i D i e r s t é v Women and men Diversity within Renault Group.

CSR / Romania May 2011 iDi ers t év

Women and men Diversity within Renault Group

CSR / Romania May 2011

01 DIVERSITY DEFINITIONS

02 CONTEXT : DIVERSITY DIAGNOSTIC

03 SOLUTION : FOCUS ON GENDER DIVERSITY

04 RESULTS : Women@Renault

05 LESSONS LEARNED

Agenda


DIVERSITY DEFINITIONS01 W

OMEN@

RENAULT


What are we talking about ?What are we talking about ?

Discrimination All unequal and unfavorable treatement,

applied to some persons due to their gender, their ethnic origin, their nationality, their family situation, their age, their health, their handicap.

Equal opportunities Principal driving to actions permitting to

restore the chances to unfavoured persons

Diversity In a company, it is the variety of profiles which

contributes to the wealth of the group

Diversité

Egalité des chances

Non discrimination

Diversité

Egalité des chances

Non discrimination

Equal opportunities

Non discrimination

Diversity


« Social responsibility is a responsiblity of an organisation for the impacts of its decisions and activities on society and the environment through transparent and ethical behaviour that: - contributes to sustainable development, including health and the welfare of society; - takes into account the expectations of stakeholders ; - is in compliance with applicable law and consistent with international norms of behaviour; - is integrated throughout the organization and is practised in its relationships»*. *Source: ISO 26000

CSR DEFINITIONCSR DEFINITION

Vecteurs de progrès pour la

société et de performance pour

l’entreprise, nous sommes

moteurs et garants de

l’engagement de Renault pour

une mobilité responsable

Renault,Responsable

Company

Renault,Performing Company

RenaultFoundation

2001

Endowment fund2010

Institut for sustainable mobility - 2009

Integration of CSR principles in the company processes

CSR Mission

PURCHASING(Renault-Nissan CSR

guidelines for suppliers)

MARKETINGPreliminary researches on diversity

customers, social business,

HUMAN RESOURCES(promote diversity)

Education Diversity Sustainable mobility Road Safety

CSR at RENAULT


CONTEXT : DIVERSITY DIAGNOSTICWHAT IS AT STAKE?

02 WOM

EN@RENAULT


Some key datesSome key dates

Internal Diversity Day – May 2008 Brainstorming on the breakthrough ideas (Sales forces, kinder garden, Seniors,…)

Creation of a CFT -- May 2009 Diversity and Performance

Creation of the CSR – May 2009 4 main fields : Education, Road Safety, Mobility and Diversity

HR Commitee and CSR Steering Committee validate a diagnostic (VIGEO)– July 2009

Diagnostic Diversity Photography of the diversity in the Renault group

Gender Origins cultural/nationality Handicap Aged people

Action plansSeptembre 2010Novembre 2009

60 % manpower

18 sites

17 countries

11.11.11.Panorama of conducted diagnostics

South KoreaSouth Korea

GermanyGermany

FranceFrance

U.K.U.K.

Brazil Brazil

Spain Spain

Italy Italy

Romania Romania

Turkey Turkey

MoroccoMorocco

17 diagnostics

Manufacturing Flins Cléon Sandouville Douai Palencia Somaca Oyak Dacia Curitiba RSM

Engineering EIF RTR

Commerce

DCF

Recsa

Renault UK

Renault Deutschland

Renault Italia

Services

headoffice

9%13%

32%38%

8%

1005 people were met in the various entities

ManagementManagement Employees representativesEmployees representatives

HR & H&SHR & H&S

Line managementLine management

EmployeesEmployees


GROUP EVALUATIONGROUP EVALUATION

CATEGORIES

GENDER

HEALTH & DISABILITY

GLOBAL EVALUATION

ORIGIN

AGE

2+

3

2

2

Trend

Positive

Stable

Negative

Rating scale

4 Advanced

3 Tangible

2 Initiated

1 No commitment

RH/RSE Sep 17, 2010CONFIDENTIELPROPRIÉTÉ RENAULT 13

3.1 DIVERSITY RENAULT 2013 OBJECTIVES

CATÉGORIES

GENDER

LIMITED PHYSICAL ABILITY

VIGEO

ORIGINS

AGE

2+

3+

3-

2+

3

2013

OEKOM

VIGEO

OEKOM

2010

2+

3

2

2

A-

I RP I RP

14.14.14.Summary and levers for action Summary and levers for action (1/2)(1/2)

Renault encourages and implements tangible actions in favour of equal opportunities on certain themes

Historical commitment of the Group, « Renault, a social employerRenault, a social employer »

More recent commitments, where diversity equals performance

Implemented on the basis of structured Corporate processes

These approaches could become more efficient if betterbetter shared with the shared with the Regions and Countries where the Group is presentRegions and Countries where the Group is present, and if management management were more involvedwere more involved and given a sense of responsibility

The Group policies do not cover all challenges linked to equal opportunities and risks of discrimination

Some Group rules and local practices are sources of direct and indirect discrimination

Group policies do not cover all professional categories

15.15.15.Summary and levers for action Summary and levers for action (2/2)(2/2)

Renault would gain by formalising a Diversity and Equal opportunity Policy

Owned at the highest level of the company

Integrated in the Group strategyIntegrated in the Group strategy: diversity and performance should not be contradictory concepts

Visible for all employeesVisible for all employees

Visible externally

Efficiency of its implementation goes through:

Involvement of local decision makers (regions and countries) in the definition of objectives

Awareness raising and accountability of management on the risks of discrimination

A reporting system which reports on commitments both internally and externally


SOLUTION : FOCUS ON GENDER DIVERSITYWOMEN@RENAULT PLAN

03 WOM

EN@RENAULT


“Automobile manufacturers that want to survive in

the 21st century will have to include diversity in the

way they work and set a clear objective of hiring

more women.”

CARLOS GHOSN


WOMEN@RENAULTThe goals of the network :

1. Fully benefit from women talent pool and prevent talent wasting

2. Access new dimensions of business with different connections to the market and the customer

3. Gain a more comprehensive vision of the world with a different men / women balance

4. Attract and retain women in Renault / Automotive industry

5. Improve our social rating rankings and Group image

Changes in HR processes: Two high-priority issues are equal pay for men and womenare equal pay for men and women and the objective of hiring objective of hiring 30% women for technical positions and 50% for commercial positions30% women for technical positions and 50% for commercial positions


WOMEN@RENAULT : RENAULT 1st SOCIAL NETWORKWOMEN@RENAULT : RENAULT 1st SOCIAL NETWORK

1450 = 1300 + 150

ColombiaArgentinaMorocco RussiaTurkeySpain

June 24 Sept 23 Oct 7 April 1 April 13 May, 9 May May Q3

2011

81%

19%Empl

80%

Regions

20%

Korea

Feb,1

DCF France Romania Brazil 2010

2009

ManagerCorporate

DRSE DIVERSITE

CONFIDENTIELPROPRIÉTÉ RENAULT 20MAJ MARS 2011

WOMEN@RENAULT 2011 MODIFICATIONS DE LA STRUCTURE DE GOUVERNANCE

DESFORGESOdileLeaderDirecteur Général Adjoint-Ingénieries et Qualité

MACQUETSophieSAMRNPO

ABONNENCCatherineDirecteur des Relations Publiques

DUMEZFlorenceDDCCDRHG

MARTINClaireDirecteur RSE et Fondation Renault

BONASSIEDorothéeConseiller Opérations Réseaux

De BRAUERAliceDirecteur Plan Environnement

CONTEKarineDRH le Mans

DAMESINMarie-FrançoiseDirecteur Ressources HumainesDRHG

FOUCHERBéatriceDirecteur du Produit

Le GREVESFrédériqueDirecteur Adjoint DMCM

GUIOTSophieDirecteur Communication Interne

KIRCHNEROdileDirecteur du Programme Nouvelles Mobilités

LECLAIRNadineDirecteur de L’ingéniérie Véhicule

MULLERPatriciaDirecteur Chargé de Mission

SEPEHRIMounaDirecteur Délégué à la Présidence

TRANAnneDirecteur des Equipes TransversesW5 W20

CASTANHOMaristela

Networks Pilots

BAHEUAichaDCF

TEUBERTUrsulaDIM

BOCSARUDiana

ALPAYNihan

MOON-PLACEHeejung

TORRESElvira

IHBANNada


W@R : NETWORK ACTIVITIES WORLDWIDE W@R : NETWORK ACTIVITIES WORLDWIDE

2 Conferences

25 Networking events

Web 2.0 : 40 news Rally of Gazelles : 2 teams

Elles Bougent Mentorship

Dubai Women’s College Conference

2 Think tanks260 ideas posted

Top Women Recruitment’s Forum

Nursery Facility


Objectives 1. Renault supports 2 teams Women@Renault (46 candidatures 24 pre-selected 4 Gazelles)

2. The reasons of this engagement :

- Promote the image of Dacia, highlighting the sturdiness of Duster

- Encourage solidarity, enthousiasm and capacity of involvment

3. Consistency with the goals of Women@Renault

- Promote the image of Renault.

- Promote Diversity, one of the 4 major axis of CSR, and encourage the women workers to get more involved

The Gazelles Rallye : drive among the dunes of the south of MoroccoMinimizing the mileage while checking in at 6 different milestones


WOMEN@RENAULT PLANWHAT BUSINESS CASE?


BUSINESS

COMMITMENT

BUSINESS

COMMITMENT

1st STEP : Education -trainingKey action: Sales competition -dealers

2nd STEP : RecruitmentKey action: “gender balance” Ads - dealers

4th STEP –A “bilingual” managementKey action: the plan is integrated in our Strategy

and managed by the Gender Balance Office

5th STEP - Manage Maternity leave and Parenthood

Key action : Gender Balance Charte-DCF

6th STEP : Business => « women centric » approach

Key action : Behavioral training ( sales & after sales forces) - dealers

3rd STEP : Careers paths + NetworkingKey action : local social network -DCF

(since Oct. 2009)

37% of new cars buyers are women (67% on small cars)

58% of women consider a car showroom as an hostile and insecure environment ONE GOAL : BUSINESS and PERFORMANCE

WOMEN@RENAULT – WOMEN@RENAULT – DCF PLAN DCF PLAN “HE OR SHE SELLS A RENAULT CAR”“HE OR SHE SELLS A RENAULT CAR”


Key action step 2 : CREATIVE BRIEF FOR RECRUITMENT CAMPAIGN

WOMEN@RENAULT WOMEN@RENAULT - DCF PLAN - DCF PLAN “HE OR SHE SELLS A RENAULT CAR”“HE OR SHE SELLS A RENAULT CAR”


IN A NUTSHELL - DCF’S COMMITMENT = GENDER BALANCE CHARTER

WOMEN@RENAULT WOMEN@RENAULT - DCF - DCF “HE OR SHE SELLS A RENAULT CAR” “HE OR SHE SELLS A RENAULT CAR”


04 WOM

EN@RENAULT

Some lessons : FOCUS on Women@Renault Romania

EMETTEUR DATECONFIDENTIELPROPRIETE RENAULT 28

ACTIONS IN 2011 - ROMANIA

• Company visits organized for Women@Renault network members: -Technical Center TITU on Feb 16th -Dacia technical Platform on march 23rd

• Networking lunches/dinners for new members joining the network - One meeting for 10 new members starting in April Active Blog: several posts a month

• Mentoring actions for NGOs: 5 volunteers

• Individual and Professional Development by Qipa: Discover Yourself® : 4 lectures in 2011

•Lectures in Universities •Students are invited to lectures on Renault Group role models •April 20th and May 25th

Lesson 1 : internationalizationLesson 1 : internationalization


It is too early to draw some conclusionsIt is too early to draw some conclusions4 main lessons :4 main lessons :

1. Now everybody understands the relevance of the gender diversity

2. The Company understands more and more the potential of growth to be found in this policy

3. The motivation of women managers is increased

4. Nobody would go backward

… … Diversity,Diversity,

A long way to goA long way to go

WOMEN@RENAULT think tanks (contributions et recommendations)Parrainés par les membres du Groupe W16 Group - 2 thèmes principaux en 2010 + autres Nouveaux services de mobilité (B. Foucher - O. Kirchner – C. Martin) Le Losange, un lieu de travail agréable (P. Muller)

WOMEN@RENAULT déjeunersOrganisés par le Groupe W16 - 30 déjeuners dans le monde entier Permettre les échanges et des retours sur le Plan d’Action WOMEN@RENAULT Connaître les métiers / fonctions et bénéficier du réseau

WOMEN@RENAULT Conférences 2 conférences par an : Juin – OctFaire écho aux sujets du Women’s Forum– (V. Morali, Avivah Wittenberg, Irina Bokova …)

WOMEN@RENAULT Employeur préféré des femmesPartenariat avec ELLES BOUGENT – 1er avril – Mentoring des étudiantsParticipation de chaque membre de l’équipe de Gouvernance aux forums étudiants (Q4)

WOMEN@RENAULT MentoringFormation de l’équipe de gouvernance au mentoring

Réseau social WOMEN@RENAULT 1N/1C

16 mars 2010

4. RESEAU SOCIAL WOMEN@RENAULT

1/ Fixer un objectif de recrutement de femmes

30% d’ingénieurs et de profils techniques - 50% des profils commerciaux

Communication sur le site de Recrutement de Renault : fin mars

2/ Faire connaître la politique d’égalité salariale hommes / femmes chez Renault et garantir son application

Informer sur le niveau de rémunération des femmes dans une Lettre de Transparence

Informer sur les avantages proposés par Renault dans le cadre de sa politique d’accompagnement de la parentalité

3/ Agir plus amplement en faveur de l’équilibre entre vie professionnelle et personnelle

Fin 2010: Offrir une plus grande flexibilité en télétravail et des services de garde d’ enfants sur les sites principaux du Groupe

Mesures renforcées dans le futur à partir des résultats du diagnostic Vigeo

4/ Améliorer l’identification des cas de discrimination

Mettre en place un processus d’alerte discrimination (compliance committee)

Suivre les résultats de ce process après sa mise en œuvre vers fin 2010

5.Plan d’Action WOMEN@RENAULT : PROCESSUS RH

16 mars 2010

6. Plan d’Action WOMEN@RENAULT : IMPULSER UNE EVOLUTION DES MENTALITES ET MOBILISER LES TALENTS

1/Rendre systématiques les entretiens de sensibilisation à la diversité menés par le Management En 2010, cette politique mettra, lors d’une première étape, l’accent sur les femmes :

Environ 100 managers mèneront ces 200 entretiens: Membres CEG et du CDR + managers EVP-1

2/ Optimiser la gestion des carrières

Identifier les candidates femmes dans tous les plans de successions des postes A et B présentés durant les Comités de carrières en 2010

Deuxième étape: développer les compétences spécifiques et pistes de carrières correspondantes

3/ Accompagner la diversité avec des formations spécifiques

Séminaire pilote sur le management de la diversité pour H/F

E-learning sur la diversité prêt en juin 2010 pour tous les managers

Formation sur le leadership féminin pour les managers nommées récemment à des postes A & B

16 mars 2010


100 100 100

89

101 99101109

105

0

20

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cols bleus cols blancs hors 3C cadres 3c

hommes femmes femmes corrigé de l'anct

Rémunération moyenne Renault sas en 2010 (base 100 hommes)

CSR / Romania May 2011 i D i e r s t é v Women and men Diversity within Renault Group.

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Transcript of CSR / Romania May 2011 i D i e r s t é v Women and men Diversity within Renault Group.