A founding act: Declaration of Employees’ Fundamental Rights

For Renault, a sense of social responsibility is key to its long-term success. Signed with trade unions in 2004, the Declaration (lien sur page DD > Réponse Renault > Engagements > Droits sociaux fondamentaux) demonstrates the priority that the company’s strategy places on the men and women who work for the Group. The declaration sets forth the rules and principles that apply worldwide in the fields of health, safety and working conditions, training, employment and equal opportunity. Implementation is monitored annually with the co-signatories.

Promoting diversity

Reflecting the same approach, the company signed the Diversity Charter in 2004 in France. The charter encourages pluralism and diversity through recruitment and career management. Renault is keen for the company to take advantage of the cultural wealth and diverse experience of all components of society.

This commitment concerns women in particular. In 2004 Renault s.a.s. signed an agreement with trade unions to guarantee equal opportunity for male and female employees and to improve the work-life balance of its employees. The agreement provides for upstream actions, such as cooperation with the education system to make automotive trades more attractive to women, and monitoring female recruitment, as well as measures to facilitate female employees’ return to work after maternity leave and ensure a better work-life balance.

For the past ten years, Renault has worked to help disabled people integrate into the workforce. In 2006 Renault renewed its corporate agreement for a three-year period for the fourth time in a row. The agreement includes a broad array of measures on employment, professional development, as well as various provisions to facilitate day-to-day life.

Learn more on Renault and diversity

Guaranteed equal opportunity

Renault is guided by an objective: ensuring equal opportunity. All employees must be able to express themselves in line with their commitment, their skills and their talent. To this end, Renault prevents all forms of discrimination. The principle of non-discrimination implies equal treatment based on the application of identical rules and criteria for all employees, at all stages of Human Resources management (recruitment, training, promotion). In 2006 Renault also initiated actions to raise awareness of discrimination among HR personnel and the company’s management committees. Renault continued to implement this policy in 2007.

Continuous dialogue between management and labour

Renault aims to maintain continuous, responsible and high-quality dialogue between management and labour at all levels of the company. This dialogue underpins the technical, economic and social changes stemming from the implementation of corporate strategy. The company favours negotiation to encourage decision-making as close to the ground as possible and prepare for upcoming developments by striking a balance between the interests of the company and those of its employees.

For this social responsibility to be exercised in every country where Renault operates, a Group policy on relations with personnel representatives was defined in 2005. The policy is framed by the Declaration of Employees’ Fundamental Rights. A single body, the Renault Group Committee, represents personnel at Group level.

Responsible working conditions

Other core Renault values: protect employee health and provide motivating working conditions. Founded on values applicable Group-wide, the policy is framed by the Declaration of Employees’ Fundamental Rights. It sets ambitious targets for all sites on ergonomics, accident prevention, road safety and health. Implementation is measured by regular audits performed by an external consultancy and rewarded by accreditation for three years, which can be withdrawn in the event of a major problem.

For several years now, Renault has made special efforts to improve ergonomics. This means improving skills in this area and deploying specific tools. Upstream, every industrial project systematically integrates a socio-technical project manager. A plan to recruit qualified ergonomic specialists has been under way for several years. Similarly, a method of ergonomic analysis of workstations is used in all Renault’s industrial facilities worldwide.

Another factor in health, safety and working conditions policy is road risk prevention. Every year, Renault deploys a series of actions designed to raise awareness and train employees in these issues.

The Group runs a prevention policy in health: blood tests and disease screening (e.g. cardio-vascular disease), education and training campaigns (ergonomics, smoking, alcohol, drugs, nutrition, etc.) and a stress, anxiety and depression clinic founded in1998.