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.
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
CSR / Romania May 2011
DIVERSITY DEFINITIONS01 W
OMEN@
RENAULT
CSR / Romania May 2011 iDi ers t év
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
CSR / Romania May 2011 iDi ers t év
« 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
CSR / Romania May 2011
CONTEXT : DIVERSITY DIAGNOSTICWHAT IS AT STAKE?
02 WOM
EN@RENAULT
CSR / Romania May 2011
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
CSR / Romania May 2011
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
CSR / Romania May 2011
SOLUTION : FOCUS ON GENDER DIVERSITYWOMEN@RENAULT PLAN
03 WOM
EN@RENAULT
CSR / Romania May 2011
“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
CSR / Romania May 2011
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
CSR / Romania May 2011
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
CSR / Romania May 2011
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
CSR / Romania May 2011
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
CSR / Romania May 2011
WOMEN@RENAULT PLANWHAT BUSINESS CASE?
CSR / Romania May 2011
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”
CSR / Romania May 2011
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”
CSR / Romania May 2011
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”
CSR / Romania May 2011
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
CSR / Romania May 2011
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
CSR / Romania May 2011
100 100 100
89
101 99101109
105
0
20
40
60
80
100
120
cols bleus cols blancs hors 3C cadres 3c
hommes femmes femmes corrigé de l'anct
Rémunération moyenne Renault sas en 2010 (base 100 hommes)