MANAGEMENT
Management quality is one of the keys to the success of Renault Commitment 2009. The Group’s performance is founded on a managerial organizational structure geared to fast international deployment, and the managers' capacity to set personal objectives that are clear (specifying the indicators and their link with Renault’s key objectives), measurable, monitored and feasible.
Fostering diversity and ensuring equal opportunities
Diversity is a fundamental performance, motivation and commitment lever for employees. It is also the sign of a human and socially responsible company.
Renault has decided to further its policy and structure its numerous initiatives in this area by appointing a Diversity Program Coordinator, responsible for running a company-wide, multidisciplinary project group.
urvey on Commitment and Management Quality
To measure perceived levels of management quality and personnel commitment, Renault called in an international specialist in 2006 to carry out its first employee survey on the subject of "Commitment".
A second survey was carried out in 2007 to assess changes since 2006, identify areas for progress, adjust the actions currently in progress and, where necessary, define new ones for 2008.
The participation rate remains high at 88.3%, an increase on 2006. This figure reflects the involvement of Renault personnel in the company's future. The level of employee commitment remains one of Renault's strengths. Employees also confirm that the company is very much focused on customer satisfaction and that the quality of its products and services is visible and appreciated by all. They also take a favorable view of Renault's situation compared to the competition with respect to international expansion.
The survey is included in Group processes as an aid to continuous improvement.
Corporate management training courses
In 2007, the Group adjusted both the structure and content of its managerial training practices to reflect the findings of the "Commitment" survey. These are courses of a general nature aimed primarily at managers. The aim is to develop cross-functionality and a shared culture between all employees.
More than 1,200 trainees followed a Renault Management course in 2007.
Coaching
To contribute to improving management practices, individual and collective coaching systems have been developed for management committees that are keen to build their managerial qualities. Through management workshops, they can work on developing cooperative relations or managing complex situations.
The 2008 Renault diversity symposium report
Renault held a two-day debate on diversity in 2008, mentored by President Carlos Ghosn. The objective of this event was to establish breakthrough initiatives.
Proposals for action issuing from these discussions are currently being developed through eight cross-functional projects, the conclusions of which were presented in June 2009.
This policy relies on Renault’s longstanding commitment to non-discrimination and equal opportunities, a pledge that was strengthened in 2004 when the Group signed its Declaration of Employees’ Fundamental Rights and the Diversity Charter.
The Alliance between Renault and Nissan and the creation of the Renault Foundation are important experiences in the Group’s opening-up process that more than ever underline the role of diversity as a powerful performance and growth driver for the Group.
Example of initiative for young people
Renault is working with the education system, and recently signed a number of partnerships with schools including Henri IV and Sciences PO. The Group's "Course en cours" program forges close bonds between young schoolgoers and the world of business.
Renault signed the “Plan Espoir Banlieue” (“Hope for the Suburbs plan”) on February 15, 2008, whereby it made the commitment to take on young interns from disadvantaged urban communities.
Example of initiative for women
The Renault-Nissan Alliance was a partner of the Women’s Forum for the fourth consecutive year in 2009.
Carlos Ghosn, Chairman and CEO, Renault-Nissan Alliance, attended a plenary session entitled: “get serious, make a difference” focused on the future direction for the auto industry and the need for a new model of sustainable growth.
Odile Desforges, Executive Vice President, Engineering and Quality at Renault, and the first female member of the Group’s Executive Committee and the Alliance Board of Directors, spoke during the “Sustainability as a killer app” round table about how ecology, social responsibility and business can work together.
Willing to promote women’s causes worldwide, Renault finances the “Women for Education” prize awarded by the Elle Foundation at the Women’s Forum. In 2009, Carlos Ghosn presented the prize to the Mexican NGO El Camino (training of weavers) and the Ethiopian NGO Action enfants d'Ethiopie (vocational training for young mothers). This award provides funding for women's projects in the areas of education, training or business development.
Example of initiative for the disabled
Renault has for more than ten years been working to help the disabled obtain work and keep their jobs, and has a support policy for disabled employees. The company agreement was renewed on May 24, 2006 for a three-year period. Renault has a Handicap mission charged with coordinating and ensuring respect for this agreement at the Group.
Example of initiative for drivers with reduced mobility
Renault provides support for disabled drivers. It has developed a dedicated “handi-services” website and created special software for dealerships providing more information on adapted equipment and vehicles.
The Group now aims to roll out these initiatives internationally.
