Renault’s diversity policy consists of four priority areas for action: gender, disability, age and ethnicity. The policy has two aims: to help each unique employee to develop, and to build company performance by attracting a diverse array of talent. This commitment extends to societal level through numerous actions on the ground.

Women's Forum

At the beginning of 2010, the Group launched the Women@Renault plan to improve the representation of women at every level of the company. By end-2013, women accounted for 17.6% of the Group’s workforce, up from 10% in 2000. The plan also started a company social network, which now has more than 3,500 members worldwide and local networks in 11 countries.

Renault also actively supports the workforce integration of people with disabilities, by signing agreements, adapting workstations, raising awareness of co-workers, setting up partnerships with specialized organisations, and working with suppliers from the sheltered sector. In 2012, Renault launched an internal social network on disability, Handi@Renault, which has more than 800 disabled and non-disabled members.

A Renault dealership in China

To encourage talent of all ages, the Group has strengthened its ties with the education sector (3,500 young people trained in 2013*), supports disadvantaged young people (3,850 individuals on skills contracts since 1992), and leads cooperation projects with schools and universities around the world, especially through the Renault foundations. The Group’s policy on senior workers is based on the principles of non-discrimination and valuing experience, and ensures that employees over 55 make up a set percentage of the workforce (22.5% in 2012 at Renault s.a.s., compared with a target of 14%).

Solidarity between the generations and training for young people

In 2013, Renault s.a.s. signed an agreement to promote youth and senior employment and solidarity between the generations.

In Spain, we have designed a training program for young engineers. The aim is to improve the employability of young engineers in the region, to build a skills pool, and to facilitate a two-way flow between universities and the company.

* At Renault s.a.s.