Diversity Recruit | The first 360° approach to inclusive recruitment

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Allianz France

www.allianz.fr
Banking, Insurance, Financial services

Description of the activity :

Allianz, acteur mondial et leader européen de l’assurance, propose une offre complète qui couvre tous les besoins en assurance, assistance et services financiers des particuliers, professionnels, entreprises et collectivités.
Assureur généraliste, spécialiste du patrimoine, de la protection sociale, Allianz France s'appuie sur la richesse de son expertise et le dynamisme de ses 9000 collaborateurs en France. Près de 7000 intermédiaires commerciaux, Agents, Conseillers, Courtiers, Partenaires conseillent et accompagnent 5,5 millions de clients qui font confiance à Allianz France.
Avec près de 140 000 salariés dans le monde, Allianz est présent dans plus de 70 pays, au service de 88 millions de clients.

Year of creation : 1989
Number of employees : 8,884
Mixity Diag
Allianz France

Diversity & Inclusion Score

86/100


Gender

81%

Disability

95%

Ethnicity

60%

Generations

90%

LGBTQIA+

93%

Logo Mixity

Testimony

"

Nous avons été séduits par la démarche de Mixity de réaliser une "empreinte" visuelle de l'engagement des entreprises pour la diversité et l'inclusion.
Nous pensons que cette empreinte deviendra une référence, qui permettra de mesurer l'avancement des efforts des entreprises en faveur des différentes dimensions de la diversité. Nous sommes fiers qu'Allianz fasse partie des premières entreprises à rejoindre la démarche de Mixity.

"

Labels and certifications

Economic Dividends for Gender Equality Certification (EDGE) Happy Trainees Initiative STOPE pour lutter contre le sexisme ordinaire en entreprise La charte de la Diversité La charte de la Parentalité La charte d’engagement LGBT+ de l'Autre Cercle

Principal diversity and inclusion indicators

Transversal

99%

Gender

81%

Disability

95%

Ethnicity

60%

Generations

90%

LGBTQIA+

93%

Transversal


Mixity score

Allianz France

Medium score in my sector

Medium score in all companies
Evolution since 2023
= 0 pts

Key indicators

Number of persons in the organisation

Icone people
 7,659 

Rate of employees satisfied with the D&I policy

 81% 
 73% 
 84% 

Number of employees questionned about Diversity and Inclusion in the organisation

during the last 2 years

Percentage of people in charge of purchasing trained in inclusive purchasing

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years
14% des managers (f/h/nb) ont également été formés au recrutement inclusif

Percentage of new arrivals in the organisation made aware to inclusion and non-discrimination

within 3 months of recruitment

Percentage of parents and caregivers identified in the organisation

 Percentage of parents with dependent children
 Percentage of caregivers supporting a relative with a loss of autonomy
 Percentage of employees identified as caregivers or parents

 99% 
 1.32% 
 UA* 

The organisation promotes the pro-personal life balance of employees including parents and caregivers with the following actions ...


Flexibilité des horaires

Charte de télétravail pour les postes compatibles

Gestions des enfants malades

Prise en compte des vacances scolaires

Dispositif de soutien aux aidants

*UA = Unavailable

Strengths

Governance
Each member of Comex is a sponsor of one of the Diversity and Inclusion themes
Awareness
A Diversity and Inclusion component is included in the compulsory training programmes for new managers and new recruits.
Recruitment
The company has set up a system for identifying and correcting recruitment bias

Areas of improvement

No area of improvement

Recommended goals

Awareness
Continue to organise events dedicated to the themes of Diversity and Inclusion. Do not hesitate to go beyond the flagship days, ensure follow-up of participants and challenge existing knowledge.
Awareness
Continue to ask your employees about your Diversity and Inclusion policies and procedures in order to increase the level of satisfaction expressed and to continue to improve your actions.
Awareness
Continue the regular training of your managers in non-discrimination and inclusion. Provide neutral resources and tools.
Governance
Strengthen your commitment to suppliers and service providers by drawing up a charter or carrying out an audit to encourage them to commit to diversity and inclusion in all areas.

Gender


Mixity score

Allianz France

Medium score in my sector

Medium score in all companies
Evolution since 2023
▲ 2 pts

Key indicators

Split by generations in the organisation

Women

  54%


Men

  46%


Non-binary

  UA*

Percentage of women on the Board of Directors

Percentage of women senior managers in the organisation

Percentage of women on the Executive Committee

Percentage of women managers in the organisation

French Gender Equality Index

90
 / 100

Rating at the French Gender Equality Index

Actual pay gap between women and men (job families and comparable ages)


4.70% in favour of men
 Women
 Men

Actual pay gap between women and men managers (job families and comparable ages)


UA*
 Women
 Men

Actual pay gap between women and men who are not managers (job families and comparable ages)


UA*
 Women
 Men

Percentage of women in the top 10 wages

Gap between the portion of women and men with a salary increase...

  Femmes

  Hommes


... increased in salary

3.50% in favour of women

... promoted

1.80% in favour of women

Gap between training hours attended by men and women


8.20% in favour of men
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 38% 
 62% 
 UA* 

... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)

 36% 
 64% 
 UA* 

... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)

 65% 
 35% 
 UA* 

Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation


25
UA*
25
 Nat. Average.
 2023

Percentage of employees made aware of sexual harassment and sexual violence.

*UA = Unavailable

Strengths

Governance
Allianz has set up the NEO network, organising numerous events to promote gender equality in the workplace.
Recruitment
Targets and/or actions are defined to recruit women or men in "non-mixed" professions
Governance
Allianz supports the Women's Foundation by organising donations, skills sponsorship and solidarity actions.

Areas of improvement

Career development
L'écart de formation entre les femmes et les hommes est de 8,20 % en faveur des hommes.

Recommended goals

Career development
Continue to pay particular attention to positions in governance so that women have the same conditions of access and development. Build on your existing programmes.
Governance
Accurately monitor pay differentials by age, gender, status and profession in order to implement corrective measures and, in particular, to improve the gender equality index.
Recruitment
Continue your efforts in the so-called "gender-neutral" professions: targeted recruitment campaigns, encouragement to present as many women as men at interviews, work placements and sandwich courses, etc.
Work-life balance
In line with your objectives, continue to raise awareness and provide support for second parents in order to encourage them to take leave in its entirety.
Worklife balance
In a pioneering move, propose new policies focusing on menstruation, miscarriage and/or the menopause.

Disability


Mixity score

Allianz France

Medium score in my sector

Medium score in all companies
Evolution since 2023
= 0 pts

Key indicators

Percentage of employees with invisible and visible disabilities in the organisation.

Recruitment rate on employees with disabilities during the last 12 months

Split by generations in the organisation

 Woman
 Man
 Non-binary

 65% 
 35% 
 UA* 

Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people

Icone money
 47,174
i.e. UA* of purchases
● 20%   ● 0.36%

Accessibility rate ...

Accessibility rate of organisation sites (all establishments in France and head office in France of which you are the owner) as a percentage.
 100% 
 98% 
 92% 
... in the organisation reference website
 87% 
 90% 
 86% 

Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability

*UA = Unavailable

Strengths

Governance
Diagnostic carried out on at least the following elements over the last 5 years: recurrent recruitment/exertional work/workplace health analysis
Worklife balance
Allianz has a specialised service provider to answer employees' questions about disability and to manage job retention files.
Awareness
Allianz has deployed a Cancer & Enterprise Plan since 2019

Areas of improvement

Recruitment
The rate of disabled people recruited in the last 12 months is 1%.

Recommended goals

Recruitment
Continue to strengthen your recruitment drive for people with disabilities. Also raise awareness and provide support to employees in order to remove the taboos surrounding the RQTH and encourage them to declare their disability.
Awareness
Continue to develop awareness-raising activities, with a particular focus on invisible disabilities. Monitor awareness-raising activities on the various subjects by gender, age and department.
Awareness
Continue to communicate, both internally and externally, on your commitments to the inclusion of people with disabilities and the concrete actions you have put in place.
Awareness
Train first aiders to spot mental health problems and adopt appropriate behaviour (mental health first aid training).

Ethnicity


Mixity score

Allianz France

Medium score in my sector

Medium score in all companies
Evolution since 2023
= 0 pts

Key indicators

Number of nationalities in the organisation

Icone earth
 94

Number of nationalities in the Board of Directors

Icone earth
 3

Number of nationalities in the Executive Commitee

Icone earth
 2

Recruitment rate on employees from the priority areas of city Policy and rural areas

Percentage of trainees and/or internship from the priority areas of city Policy and rural areas

Executives' rate with a public or semi-public university degree/total Executives cohort

Percentage of people with a nationality other than French in the total workforce

Percentage of people with a nationality other than French within managers

*UA = Unavailable

Strengths

Governance
Allianz has set up a number of partnerships to promote equal opportunities: Nos Quartiers ont du Talent, Simplon, Konexio, Article1, Chemins d'avenir, Énergie jeune, Apprentis d'Auteuil, etc.
Recruitment
Démarche pro-active pour trouver des candidats (f/h/nb) issus de la diversité (public éloigné de l'emploi, public issu des quartiers politiques de la ville).
Worklife balance
Existence au sein de l'entreprise d'au moins une personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur des sujets liés à la discrimination (origines sociales, culturelles...) si nécessaire.

Areas of improvement

Governance
Pas encore de diagnostic sur la politique diversité multiculturelle.
Worklife balance
Pas encore de management des pratiques religieuses défini pour l’environnement professionnel (règlement intérieur, guide interne du management...).

Recommended goals

Governance
Set up a working group on ethnic, cultural and social diversity to identify the inclusion initiatives to be developed (testing campaign, surname analysis, diploma monitoring, dedicated days).
Governance
Formalise a policy defining inclusive management of religious practices. Train managers to deal with religious issues through workshops and conferences.
Recruitment
Set up a system to monitor the qualifications of people recruited, particularly for positions of responsibility, in order to identify any bias and encourage the integration of atypical profiles.
Recruitment
Develop partnerships with employment agencies, associations and foundations to recruit candidates who are disadvantaged or who have a long way to go before finding a job, as well as refugees.

Generations


Mixity score

Allianz France

Medium score in my sector

Medium score in all companies
Evolution since 2023
= 0 pts

Key indicators

Split by generations in the organisation

Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)

Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)

Hiring rate for under 30s from internships and work-study programs

Training rate

... over 55 years

 65%


... under 25 years

 100%


… of all staff

 88%

Number of interns and work-study students recruited in the last 12 months

Icone graduation_cap
 413

Middle age ...

*UA = Unavailable

Strengths

Governance
Allianz launched the "EngAge" network in July 2022 to encourage intergenerational exchanges and deconstruct age-related stereotypes.
Career development
With its "End of Career" agreement for the transition between work and retirement, Allianz offers a wide range of facilities (sponsorship, training, working hours and location, remuneration).
Recruitment
The rate of recruitment of under-30s following an internship or work-study programme is 27%.

Areas of improvement

No area of improvement

Recommended goals

Governance
In line with your objectives, negotiate a new "End of career" agreement to maintain advantageous measures for older people in the organisation, taking into account the legal increase in the retirement age.
Recruitment
Continue to roll out your recruitment and employer branding approach to the under-30s to encourage them to join your organisation. Don't hesitate to promote all the measures you have in place to promote inclusion and a balanced life.
Career development
Continue to support the over-55s in maintaining their jobs. Monitor training more closely to ensure that each population group has the same access conditions.

LGBTQIA+


Mixity score

Allianz France

Medium score in my sector

Medium score in all companies
Evolution since 2023
▲ 5 pts

Key indicators

Number of employees who make part of the LGBTQIA+ community and/or network

Icone people
 136 

Existence of a network gathering LGBTQIA+ employees or allies


Split by gender in the LGBTQIA+ network

 UA* 
 UA* 
 UA* 
 Woman
 Man
 Non-binary

Number of actions carried out during the year with LGBT associations

Icone hands
 2

Number of social media communication in the past 12 months on LGBTQIA+ inclusion

Icone smartphone
 3

Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months

Icone megaphone
 5

Percentage of employees made aware about LGBTQIA+ topics

*UA = Unavailable

Strengths

Governance
Since 2020, the Allianz Pride network has been working to promote LGBTQIA+ inclusion in the workplace
Awareness
Allianz plays an active role in the various initiatives proposed by the Autre Cercle (Role models, Barometer).
Awareness
Existence au sein de l'entreprise d'un dispositif spécifique et/ou d'une démarche de sensibilisation des managers et personnels RH pour accompagner le coming out professionnel des personnes LGBT+.

Areas of improvement

Recruitment
Allianz has not yet established any support or partnership with a network of LGBTQIA+ students.

Recommended goals

Governance
Take account of non-binarity in your processes and establish a degree of flexibility with regard to internal identity (information sheet, email address, badge, uniform, etc.) in order to ensure the well-being of non-binary employees or those in gender transition.
Governance
Use as much inclusive and neutral language as possible - for example, in policies on parenthood, use the word "parent" instead of "mother" or "father". Do not hesitate to challenge existing knowledge and explore all LGBTQ+ issues: bisexuality, non-binarity, trans-identity, etc.
Recruitment
Mobilise the Allianz Pride network and your Role Models to promote the company's policy and openness at recruitment events. Enable them to publicise the company's offers and commitments to attract LGBTQIA+ talent.
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