TOGETHER
Renault HR Academy’s Collective Magazine
Issue 01 • March / April 2015
EQUITY
MALE-FEMALE
DIVERSITY
MULTICULTURAL
INTERNATIONAL
Created in collaboration by HR Academy community members
DIVERSITY & EQUITY
EDITOR’S WORD
CONTRIBUTORS
Today, Renault is on the pursuit of equity, equality and
diversity. Reduce the gender gap with the intention
of provide gender equality. Promote diversity with the
intention of value cultural and international diversity.
Florence Dumez
VP, HR Support Function & PPP
In an attempt to promote and discuss these topics
widely among our colleagues, the HR Academy community posed these two questions to its members:
Diana Bocsaru
HR Academy Manager - Romania
“How gender equity and cultural diversity could aggregate
value for an organization ? Which are the best solutions to
accelerate its deployment?”
Samantha Mendes-Tourrade
Policy Recruitment Manager - France
In ten days there were almost thirdy contributions.
Submissions came from vice-presidents and apprentices, women and men, that brought a full variety of
cases, stories and opinions.
Ebru Kahraman
Individual Management Responsible
Those contributions, here, altogether, represents
themselves acts towards internationalization and
diversity at Renault. Thanks to Renault’s people and
teams from Turkey, Romania, France and Corporate,
the HR Academy presents here an important content
on diversity issues. Conceived by Renault employees
to Renault employees.
Thank you very much for everything you’ve done.
The HR Academy Community
Suzane Consigny
Alliance GD HRIS and Projects
Fabienne Schaffhauser
HR Academy Manager France
Benjamin Defaut
HR Business Partner
Emre Kabas
HR Project Manager
Eugénia Kovalenko
HR Projects & Synthesis Manager
Flamindu Georgiana
Training Manager
Hayber ŞAHİN
Individual Management Responsible
Alexia Agelou
HR Business Partner
Manon Buchweiller
HR Project Manager Trainee
Corina Cimpeanu
HR Academy Manager
Mirana Rabenandrasana
HR Academy Community Manager
Together • Renault HR Academy • 1
How to improve gender diversity
in scientific and technical programs?
Example of the association “Elles bougent”
The issue of women’s rate in scientific and technical programs (and jobs) has taken a growing
importance and its improvement has become a
widely spread goal. This led to the development
of actions, so as to girls can imagine their career
in this type of jobs.
In December, I took part in the opening ceremony for the 14th regional
delegation of « Elles bougent » in
Ile-de-France, which Brigitte Lucchini is responsible for, ( she is also
purchasing consultant at Renault).
I wish to make you discover the
functioning and main events of this
association, through an interview
of Brigitte.
These are extracts from the
interview, if you want the full
version, please feel free to contact me.
Why only few girls do chose
scientific and technical programs?
In Europe, there is a general
lack of engineers. This is all the
more true in France and for
female engineers. In a broader view, it can be said that
there is a lack of knowledge
on scientific and technical jobs
in the industry field. Moreover,
there is a misconception about
industrial jobs: people that don’t work
in this field and advise students (teachers,
parents…) imagine an unwelcoming universe,
similar to the one of Zola’s novels, dirty and not
made for girls. We need to change this culture.
What are the types of events you take part in?
The association is divided into regional delegation. Experience feedbacks and conversations
take place during career fairs, orientation fairs
and presentations about what an engineer is. We
also organize meetings in partner companies.
Young women come to talk with the engineers
godmothers and have the opportunity to visit
industrial sites.
Article by
Florence Dumez
VP, HR Support Function & PPP
Do you think events on these subjects should
concern only girls or rather boys and girls?
There are two targets: girls, in order to show
them it is possible and help them make their
career’s dream come true and boys for whom the
action consist in deleting stereotypes.
The goal is to change everyone’s view,
so we organize actions for boys and
girls. We aim at making them think in
terms of competencies and behavior
when students interact with each
other.
How do you see the future of the
association?
The regional delegation has a lot
of projects and events to come,
with all the demands coming
from schools and partner companies.
We are also thinking about,
among other projects, to put in
place real duos with godmothers
and goddaughters, with a precise follow-up for 3 years on the progress of the
goddaughter.
A special event you want to talk about?
Last year, we took part in the national
challenge “innovation au féminin” with
awards for the 3 young women that presented the most interesting innovations.
This year, we are preparing to take part in the
action « Grandes écoles pourquoi pas moi ?* » in
collaboration with Renault’s CSR (corporate social
responsibility), in the context of the agreement
between Renault and the Ministry of the Urban
Affairs on difficult urban areas.
*helping students coming from difficult urban
areas to go to the best higher education institutions
Together • Renault HR Academy • 2
Renault involved at the at the Challenge
« Monde des Grandes Ecoles et Universités »
Sport, fun, disability and recruitment: Appointment at Charléty on June 6th, 2015
It is the reference meeting for students and young graduates
with companies: with about 7,000 participants, the Challenge
Contribution by
Samantha Mendes-Tourrade
Policy Recruitment Manager - France
of the “World of Business Schools and Universities” has become a unique scheme where sport, fun, disability and recruitment are mixed.
For the first time, RENAULT will attend this unprecedented
event that will carry its new employer image in France.
This special day connects indeed decathlon, band contests,
pompom and mascots, career forum and workshops for
awareness of disability.
During one year, students got ready in their schools to consti-

tute their sport team. And the mobilization increases year by
year.
In a festive and friendly atmosphere, the day is open to young
graduates who, like students, can benefit from privileged
contact with employees and HR managers from companies
present in the big career forum which gathers leader companies in their line of business.
RENAULT employees will be mobilized all day long and will be
able to participate or to sponsor some trials or sport teams or
to animate roundtables or conference.
Stéphane Diagana, world champion of 400m hurdle race and
ambassador of this operation emphasizes: « In the extraordinary frame that Charléty stadium is, it’s a real pleasure to see
that much energy and desire within these young people who
can, during this day, pair sport and career meetings with big
companies”.
A particular place is offered to students and young graduates
in situation of disability during this day which is the biggest
open-air European scheme of awareness of disability.
Together • Renault HR Academy • 3
Why does Renault limit its number of HR indicators
Fragments from an interview with
In order to follow the HR function’s value share, Suzanne Consigny has developed a range of variable-geometry indicators in the service of the strategic plan.
Decoding of “director” of the strategy and HR operations of Renault.
“Boulogne-Billancourt doesn’t impose indicators or action plans to the countries or to the regions. This would
be an incorrect image of the business globalization”,
warns Suzanne Consigny, Head of HR Strategy and Operations of Renault. In charge of one of the three major
HR corporate directions of the group, “the most transversal”, this expert of transformation projects takes care
of defining the “metrics” – HR performance indicators
– that will allow to meet the “Renault 2016 – Drive the
change” strategic plan’s objectives.
Talent and diversity to develop
We might as well say it, the automotive group doesn’t
have the culture of dashboards that intertwine curves,
piles and graphs. “Teams don’t dwindle to the compilation of countless data. Only the follow-up of about ten
Interview with
Suzane Consigny
Alliance GD HRIS and Projects
indicators is out steering support named “HR scorecard”,
she defines, reminding that her role is to watch the
setting of the HR part of the strategic plan. In the framework of this roadmap 2011-2016 – which aims, among
others, the excellence of customer relationship, costs
reduction and international growth –, the general directorate has identified three HR levers.
First of them: developing the talent and diversity. “And it
is not only a display effect”, hastens to specify Suzanne
Consigny. With 18.4% of women and 81.6% of men for
117,000 employees, the group pursues an objective of
25% of women on key position by 2016. Ditto for diversity: 40% of international profiles are expected within
a year at emblematic functions “to be in line with our
customers’ and markets’ diversity”. To help managers to
make this transition, the women and international rates
are monthly consolidates in a scorecard group by region
and by country (double nationality, double diploma),
and the ratio of women and international nominations
in succession plans. As many indicators likely, as the
case may be, to authorize the undertaking of corrective
actions.
Together • Renault HR Academy • 4
Gender transidentity at work
Contribution by
Experience in Renault France
In Renault, sexual orientation and gender identity are
part of grounds of non-discrimination. This policy for
goodwill and inclusion relies on foundations built since
the beginning of the 2000s, through several documents
and engagements.
October 12th, 2004 – Declaration related to fundamental social
rights
2012 – Ethical Charter
Benjamin Defaut
HR Business Partner
It is genuinely an identity questionnaire (who am I? or
who would I want to be?) of which the genetic, physiological or psychological origins are, at this day, unknown
and are still subject to debates and researches.
The WHO and more recently France have recognized
that it is not a psychiatric disease.
You can find transidentity people in all the positions and
in all the hierarchical levels.
July 2nd, 2013 – Agreement global frame for sustainable growth and
development
2014 – The LGBT criterion is integrated in the overall policy of Diversity Renault like age, gender, origin and disability
Transidentity covers a number of situations in which a
person feels the irrepressible need to adopt, punctually
or permanently, behaviors and social attributes to the
gender (male or female) he/she identifies, in contradiction with his/her sex at birth.
In some cases, it is occasional travestment (transvestism). In other cases, transgender people can alternatively live with two social identities, male and female, or
assume an intermediate situation, an unmarked “gender”; or integrally live in the other gender.
Finally, some people want a body modification that can
go to surgery interventions of sex change (sexual reassignment), we now talk about transsexualism, in a more
precise way.
Every intermediate or transition situations can exist
and these people are often referred as “trans people” or
more simply Trans (for convenience).
None of these situations is freezed, their evolution will
happen in a very different way according to personalities, the perception of their relatives and the society’s
perspective. The path can also be more or less long, and
the duration of the steps varies depending on the individuals and their environment.
Transidentity (like age, ethnical origin, height, disability,
etc.) absolutely isn’t a choice.
This isn’t like homosexuality either, which is a sexual
orientation (who am I attracted to?). One can be transsexual and attracted by men and/or women.
Together • Renault HR Academy • 5
Diversity Management:
Presentation of the procedure and exchanges during
meetings of UET, with all of the employees.
HR and nurse interviews.
Results:
- Better acceptance of the phenomenon in the APR
population
- Answers to the questions
- A satisfaction from the concerned employee
- A consideration of diversity on a very particular case.
A lire ailleurs... | Other readings...
Egalité hommes-femmes : 45 entreprises
sanctionnées par le gouvernement
Proposed by
Alexia Agelou
HR Business Partner
READ HERE
En entreprise, les cercles du pouvoir
se féminisent
Proposed by
Fabienne Schaffhauser
HR Academy Manager France
READ HERE
Proposed by
Corina Cimpeanu
HR Academy Manager
Semaine de la mixité SNFC 2015
READ HERE
Together • Renault HR Academy • 6
Journée Internationale de la femme 2014
Le premier rendez-vous de Nicolas MAURE, Directeur
General Renault Roumanie, avec les membres du réseau
Women@Renault Roumanie s’est déroulé à l’occasion
de la journée internationale de la femme à l’occasion
d’une belle après-midi. Cette rencontre était facilité par
l’évènement Leaders in Heels déroulé le 7 mars 2014, à
l’Institut Français de Bucarest. Le sujet principal était un
débat sur le leadership et la féminité.
Pour répondre aux questions autour du sujet trois
femmes de succès de Renault Roumanie ont été invitées
: Alina PREDESCU – Chef Service SPR, Anica MUNTEAN
– Directeur du Centre Technique Titu, Dana OPRISAN
– Directeur des Ressources Humaines Renault Roumanie, et deux personnalités publiques: Laura BADEA
– escrimeuse multiple championne européenne et du
monde et Ada SOLOMON – réalisateur, distributeur de
film et manager de cinéma, récompense avec plus de
Contribution by
Diana Bocsaru
HR Academy Manager - Romania
100 prix chez Cannes, Berlin, Locarno, Vénice, Sundance
etc. Elles ont parlé de leur parcours professionnels dans
des domaines très differents. Les invitées ont partagé
avec l’auditoire leurs moments de joie, mais aussi les
obstacles qu’elles ont dus surpasser afin d’obtenir le
succès. Pour garder l’esprit de la diversité le débat a été
modéré par un homme.
Une femme de succès est bien préoccupée de sa santé.
Marina OTELEA - Président Association Casiopeea a
parlé de l’importance d’un régime de vie équilibré.
Après avoir regardé un film artistique « Populaire »
sur le succès au féminin les participantes sont sorties
avec un beau souvenir et un Martisor : petit accessoire
spécifique et traditionnel qui annonce l’arrivé de printemps.
Together • Renault HR Academy • 7
Videos about some cases
Economic
Benefit
Economic Benefit
Diversity
Daimler
Diversity atat
Daimler

Diversity at PwC
Diversity
at Hyundai



Do One Thing for
Diversity and Inclusion

Diversity & Inclusion
at McKinsey
Proposed by
Ebru Kahraman
Individual Management Responsible
Together • Renault HR Academy • 8
Reducing the gender gap
« Gender diversity : the secret of organizations that know how to change »
According to a GEF (Grandes Ecoles au Féminin) study,
published at the beginning of March, gender diversity
is a main asset concerning change in organizations.
Gender diversity is considered a key point by 75% of
male respondents and 92% of female respondents.
The first argument (given by 67% of the respondents), is that it is normal for women to have
the possibility to get the same jobs as men.
However, in spite of a lot of publications on
this subject, the relation between diversity and
organizational performance is only recognized
in 41% of answers.
But this idea grows when the respondents get
older (48% for 50 years old and over people).
Diversity notably allows, according to the respondents, to broaden talent pools, to get rid of all identical profiles for leaders and employees and to
get more agility thanks to the different points
of view… and so to improve the ability to
change.
The survey claims that diversity has improved
in speeches (71% of agreement), but stereotypes are
pervasive: 88 % of the respondents witness stereotypes on
men, essentially on their assumed better availability, and
89 % witness stereotypes about women, on the supposed
priority given to their family.
In order to improve gender diversity, actions pushed forward by respondents are:
Developing solutions for a better worklife balance;
Identifying high potential women to create a pool that
represents the company, notably by deleting age limits;
For each open position in management and/or promotion plan, be sure that there are women candidates and justify if
Proposed by
Manon Buchweiller
HR Project Manager Trainee
Together • Renault HR Academy • 9
Women and men in scientific and technical
programs and jobs in France: mixed results
What is the current situation in France on the gender diversity
issue in scientific and technical programs and jobs?
Women represent currently 29% of students in scientific
and technical programs, that is to say 181 000 women.
However, evolution and disparities can be seen in their
distribution through the programs. The rate of women
is higher than before in engineering schools: 27%
currently versus 22% 15 years ago. They represent
the majority in scientific and technical programs in
universities (63%).
Some specialties count more women than men: in
biology and agronomics, 69% and 66% graduates
in engineering schools for 2013 are women. On the
contrary, women are only 18% for computer science
and 15% for mechanics of graduates for the same
year. Rates are on the whole the same for universities. In addition, scientific and technical programs with the most women
tend to get more and more women.
In Romania, there are 29% of women
in Bachelor’s technical and scientific
Mixité, quand les hommes s’engagent :
Explications, propositions, actions
Paru début 2015, le livre “Mixité, quand les hommes s’engagent” est extrêmement enrichissant, dans la mesure où
il apporte des éléments concrets au business case sur la
diversité hommes-femmes. Un
ouvrage qui nous rappelle que la
mixité n’arrivera pas « toute seule »
et que ce n’est pas « qu’une affaire
de femmes ». Les hommes ont en
effet aussi beaucoup à gagner dans
un monde où la mixité serait plus
forte. En outre, 12 patrons (dont Carlos Ghosn, Henri de Castries, Frédéric
Oudéa…) expliquent dans ce livre
pourquoi ils se sont personnellement engagés.
« Mixité, quand les hommes s’engagent » invite les hommes à
Together • Renault HR Academy • 9
Exploring some cases
Promoting diversity
at Air France

Conférence
Européenne
de la Diversité 2013
Diversity and equal
opportunities
Proposed by
Emre Kabas
HR Project Manager
Together • Renault HR Academy • 10


To put an end to our prejudices
Prejudices disturb our judgments, our behaviors and our relationships. To
others, but also to ourselves. Becoming aware of that is a first step to free ourselves from their influence. Little guide to break through the glass ceiling.
Today is March 8th, International Women’s Day. Essential for some, useless for
others, these Days at least have the merit of reminding us how much we are
influenced by prejudices. Whether we are aware of them or not, prejudices
prevent us from making the right decisions and disturb our human and social
relationships. Having a better understanding of the way they act on our subconscious is already a first step to get rid of them. Realizing their grip on us and
act to overcome it is a great step towards success. (...)
These statements are stereotypes, or “generalization affecting a group of people and differentiating it from the others” (Wikipedia). We know tens of them,
on a lot of topics.
Prejudices are feelings we have about a certain category of people, places, or
things. Prejudices are most often based on stereotypes.
Discrimination is behaviors, that are generally manifested on the basis of a
prejudice (Wikipedia, ibid). Discrimination is characterized when we refuse to
hire someone on the pretext for example of their nationality or skin color.
Prejudices influence the way we see our fellow human beings and act on a
daily basis. Malcom Gladwell describes them that way in his novel Blink : “our
behaviors also build themselves in the subconscious (…). They are made
without our knowledge and consent. The huge computer that is our subconscious quietly collects all the data coming from our experience, our meetings,
our learnings, our readings … and forms an opinion”. These prejudices can lead
us to a discriminating behavior in our approach towards someone. They have
an influence on the relevancy of our choices and our free will. Gladwell: “it is
disturbing to note that our unconscious behaviors can be at the exact opposite
of the values we display”. He describes an American expérience during which
half of Afro-American people created closer ties with Whites than with Blacks.
“It is not surprising, because every North American people are daily bombarded with cultural messages relating Whites to what’s good”. (NB: you can do this
experience yourself, online here).
Because prejudices not only act on the way we see the others but also on the
way we see ourselves.
Take two stereotypes that are pretty current in the USA and in Asia: « The
Asians are better in mathematics » and « women are bad in mathematics”.
Three scientists (Shih, Pittinsky, & Ambady, 1999) had Asian women fill a questionnaire about their ethic group (being Asian) just before taking a mathematics exam. Another comparable group did the same exam but without any
questionnaire before. The first group’s results were better than the second’s.
According to the scientists, the “ethnic” prejudice was in favor of the first group.
On the contrary, when, in a similar experience, the women in the first group
were made aware of their gender (being a woman), their results were lower
than the second group free of questionnaire.
In the same vein, consultant Patrick Scharnitzky explained during a conference
how one of his clients, a large specialized distribution brand board, had difficulties in recruiting young people for lowly qualified jobs. Their recruitment
process was the following one: the young were briefly welcome, then told
to sit in a room to complete a written questionnaire for a quarter of an hour.
Result: the following interviews went wrong, and a lot of young people didn’t
pursue. What happened? This written process reminded them of their school
failure and had them “loose it”. They had interiorized the prejudice they feared
to be victims of from the recruiters.
Proposed by
Hayber ŞAHİN
Individual Management
Different
Individuals
Valuing
Each other
Regardless of
Skin
Intellect
Talents or
Years
Together • Renault HR Academy • 11
The process was replaced by an oral exchange, and the problem was solved.
To get back to our Day of March 8th, it seems like the difficulty to break
through in a world dominated by men wouldn’t just come from men’ prejudices about women. It would also come from prejudices women have about
themselves. The famous “glass ceiling” would first be in the head of those who
are victims of it. That’s the thesis developed by Sheryl Sandberg, the Facebook
#2 in her book Lean In. She explains how to break the glass ceiling that is in us.
By speaking directly to the Barnard College’s graduates in 2011, Sheryl Sandberg starts with reminding them the opportunity they have to be born in the
USA, a country where law guarantees equality. “But the promise of equality
is not equality: we must face the facts, men lead the world.” Therefore, she
encourages women to pursue their goal and their passion “all the way, up until
the summit”. Women need to think big, to be more ambitious. “Leadership
belongs to those who take it”. Yet, when they succeed, women attribute their
success to their team, their relatives, luck, work, whereas the interviewed men
attribute their success to… themselves. And Sheryl advices women to “raise
their hand” in order to speak and stand for themselves when they are beside
these men.
Proposed by
Corina Cimpeanu
HR Academy Manager
As read in french on 15 marches
Can you see beyond the surface ?

The world changes,
Dacia also
Proposed by
Flamindu Georgiana
Training Manager
Together • Renault HR Academy • 12
« DISGENDER » THE OCCUPATIONS
A long-term process
Diversity, wanting to implement it is not enough. Still,
we must be able to do it. In some sectors, occupations
remain very “gendered”, complicating a little more the
objectives of diversity of the concerned companies.
To struggle against these stereotypes which die hard,
human resources or CSR managers don’t hesitate to
shake the image of occupations, and to go and meet the
young.
Out of 87 families of professions, only 13 are genuinely
diverse. It is one of the lessons of a large study published by Dares (Division of Research animation, Studies and Statistics) in December 2013. The
report specifies that, if we refer to the
data of 2011, it would require “about half
of women or men to change their job in
order to result to an equal distribution”.
This sexualization of occupations
complicates the companies’ task
in their quest of diversity. Among
the most feminine jobs, Dares names domestic helps,
child-minders, secretaries and domestic employees.
The drive of vehicles: men’ entitlements
Proposed by
Mirana Rabenandrasana
HR Academy Community Manager
As read in french on Novethic, article by Céline Oziel
Actions which repare tomorrow’s diversity
But the main issue for the companies, it really is the long
term. According to the association IMS-Entreprendre
pour la Cité, diversity must go through two major actions: “First, we must work on internal training in order
to create emerging businesses and struggle against
the glass ceiling which brakes the evolution of women.
Then, we need to invest in education and go meet the
students from middle and high schools to deconstruct
the stereotypes”, Inès Dauvergne,
Diversity Expertise manager of
IMS, explains.
Through its program Déployons
nos Elles, the association cares
about encourage young girls to
discover the “male occupations”,
in partnership with 30 companies
and 40 middle schools in France. Female professionals with occupations that are judged as
male (chief of airport runway, crane operators, financial
director, computer scientist…) present their path and
their job to students.
On the contrary, the occupations of building workers,
technicians and supervisors or vehicle drivers essentially
remain male. Transdev, public transportation international group, knows this problem well, as Véronique
Subileau, human resources and CSR manager, explains.
“The profession of bus driver is not attractive enough
for women. We lack of female candidates, because in the
collective unconscious, transportation is a male profession, for both driving and maintenance. However, with
the assisted direction, driving a bus has become a profession totally open to women!”
« Diversity is decided since the age of 15. By going and
talking to students from middle and high scools, companies work on the long term”, Inès Dauvergne specifies.
Today, thanks to actions of profession valorization, the
group counts 20% of female bus drivers. The field feedback deliver their first conclusions: “Women who drive
our buses are often less victims of disturbance, have
a good sense of service and a soft ride which allows
a good management of energy”, Véronique Subileau
notes.
Same story in Total. In November 2014, during a conference organized by the United Nations on equality
between men and women in the company, Laurence
Reckford, Diversity manager, explained: “We act against
stereotypes through testimony. Our female engineers
go to high schools to open up new possibilities.”
Address the problem at its source
Transdev, which only counts 10% of female network
directors, has also chosen to go to schools, as Véronique
Subileau explains : « We will go and meet students from
leading business and engineering schools by taking
care to present a male-female pairing.”
Together • Renault HR Academy • 13
Diversity : a few genuinely dedicated tools
READ HERE
Proposed by
Mirana Rabenandrasana
HR Academy Community Manager
Ces entreprises qui cherchent à
recruter des femmes
La mixité : levier de transformation
de l’entreprise
READ HERE
Proposed by
Eugénia Kovalenko
HR Projects & Synthesis Manager
Diversité : peu d’outils réellement dédiés
READ HERE
Proposed by
Mirana Rabenandrasana
HR Academy Community Manager
Together • Renault HR Academy • 14
Credits
This issue of Together is conceived and organized by Renault’s HR Academy Community
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