Mixity Start
Botify - Paris
Diversity & Inclusion Score
27/100
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Key indicators
Number of employees in the organisation
160
Number of founders
3
Number of nationalities
1
Gender distribution of founders
0%
100%
0%
Women
Men
Non-binary
Split by generations in the organisation
Women
31%
Men
66%
Non-binary
3.13%
Number of employees questionned about Diversity and Inclusion in the organisation
during the last 2 years
Percentage of employees in the organisation made aware to inclusion and non-discrimination
within 3 months of recruitment
Percentage of managers trained on non-discrimination during the last 24 months
during the last 2 years
Percentage of people in charge of recruitment trained on non-discrimination during the last 24 months
during the last 2 years
There is no Diversity and Inclusion Committee that participates in the construction and steering of the Diversity and Inclusion policy
The organisation is putting in place actions to promote work-life balance:
✓ Recruitment guide
✓ Inclusive job offer template
✓ Inclusive interview guide
✗ Anonymous CV scheme
✗ CV analysis grid
✗ CV-free recruitment scheme
✗ School Competence Framework
✗ Use of controlled tools or algorithms to select candidates
Percentage of women on the Executive Committee
Percentage of women managers in the organisation
Actual pay gap between women and men on shifts, job families and comparable ages (in percentage)
18%
in favour of men
Women
Men
French Gender Equality Index
69
/ 100
Rating at the French Gender Equality Index
The organisation provides for employees on maternity/parental leave:
✓ an individual professional interview at the end of maternity or paternity leave > 3 months (or on request > 2 months)
✓ a medical check-up within 8 calendar days after returning from maternity leave
✓ resources to facilitate the articulation between private and professional life
✗ an individual professional interview prior to maternity or parental leave
✗ 100% matching of maternity and second parent leave (salary maintenance)
✗ a gradual return to work after maternity leave
Rate of employees returning from maternity/parental leave who received specific support
Rate of second parents who took second parent leave outside the mandatory days
Percentage of employees with disabilities in the organisation.
Rate of purchases from the sheltered sector
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
There are no partnerships with external disability organisations
The organisation has set up actions to support people with chronic diseases:
✓ At least one person in charge of the subject
✗ A dedicated action plan
✗ At least one awareness-raising action has been carried out
✗ A diagnosis has been carried out on the workstations and on the possible and/or existing adaptations
✗ A partnership exists with an actor specialised in the support of chronic diseases
Number of nationalities in the organisation
14
Number of nationalities in governance bodies
2
The organisation has not set up any specific arrangements with employment partners, associations, foundations, etc. for the recruitment of candidates who are vulnerable or far from employment.
Percentage of people with a nationality other than French in the total workforce
Percentage of people with a nationality other than French within managers
Recruitment rate on trainees and/or internship from ethnical or social diversity
Rate of middle school trainees from REP or REP+ schools hosted in the organisation
Rate of employees involved in a skills sponsorship approach within an equal opportunities project during working hours
Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)
Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)
Middle age ...
Rate of employees over 45 in the organisation
Rate of employees under 26 in the organisation
Number of internal workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues
during the last 12 months
0
Number of external speeches, communications, interviews on LGBTQIA+ issues
during the last 12 months
0
There is no focal point for LGBTQIA+ issues
Transversal
Mixity score
Botify - Paris
Medium score in my sector
Medium score in all companies
Strengths
Worklife balance
The organization has implemented a skills sponsorship policy in connection with associations, in particular within the framework of an organizational agreement or a part-time seniors scheme
Areas of improvement
Governance
The organization does not monitors Diversity and Inclusion indicators in the management committee yet
Governance
The board members and/or executive commitee members are not openly committed yet to the promotion of diversity and inclusion in the organization.
Awareness
The organization does not organizes or participates yet to events related to the themes of Diversity and Inclusion
Recruitment
The organization does not disseminates yet its job offers to partners specializing in diversity and inclusion
Worklife balance
The organization has not set up yet a welcome booklet integrating notions of Diversity and Inclusion
Governance
Il n'existe pas encore de comité Diversité et Inclusion qui participe à la construction et au pilotage de la politique Diversité et Inclusion.
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Recommended goals
To implement
Governance
Define indicators to be monitored on each dimension of diversity and inclusion
Set quantified objectives and present the results to management at least once a year
Set quantified objectives and present the results to management at least once a year
Recommended indicators:
Number of indicators monitored
Awareness
Encourage managers to receive regular training on the issues of Diversity, Inclusion and non-discrimination
Accurately monitor the number of managers trained on each subject by gender and department
Accurately monitor the number of managers trained on each subject by gender and department
Recommended indicators:
Number of managers trained
Number of training hours per manager
Number of training hours per manager
Awareness
Offer a Diversity, Equity and Inclusion awareness-raising course to all employees and ensure follow-up. Do not hesitate to challenge current knowledge and integrate new topics.
Recommended indicators:
Percentage of people who have been given awareness of Diversity and Inclusion
Number of internal Diversity and Inclusion events
Number of internal Diversity and Inclusion events
Governance
Encourage managers to speak publicly on D&I subjects
Create a D&I committee with members of the management
Create a D&I committee with members of the management
Recommended indicators:
Number of speeches on D&I subjects
Number of communications on the networks
Number of communications on the networks
Worklife balance
State the values and code of conduct in the welcome booklet
Inform employees of all the rights and mechanisms existing in the organization (parenthood, caregiver, disability, D&I referent, etc.)
Inform employees of all the rights and mechanisms existing in the organization (parenthood, caregiver, disability, D&I referent, etc.)
Awareness
Organize events on D&I themes internally (sharing of experience, conferences, welcoming people vulnerable to employment, etc.)
Participate in external events to promote Diversity and inclusion in your organization and in society
Participate in external events to promote Diversity and inclusion in your organization and in society
Recommended indicators:
Number of events attended related to D&I themes
Number of people who participated in these events
Number of people who participated in these events
Gender
Mixity score
Botify - Paris
Medium score in my sector
Medium score in all companies
Strengths
Worklife balance
The organization has implemented a voluntary parenthood policy
Recruitment
L'organisation a mis en place un dispositif de vérification qui garantit que 100% des fiches de postes s'adressent aussi bien aux femmes qu'aux hommes.
Areas of improvement
Career development
The organization has not implemented yet actions to support women in their career development
Career development
The organization has not implemented yet actions and objectives to recruit more women or men into non-diverse jobs or organizations
Awareness
The organization has not implemented yet a policy to prevent sexist and sexual violence and harassment.
Recommended goals
To implement
Career development
Analyze by gender, services and CSP, pay gaps and allocate an envelope to reduce them.
Define clear and transparent salary scales limiting the amount of individual bargaining
Define clear and transparent salary scales limiting the amount of individual bargaining
Governance
Analyze the differences in salary, increase and promotion by gender, services and CSP.
Monitor these indicators several times a year and present the results to governance bodies
Monitor these indicators several times a year and present the results to governance bodies
Recommended indicators:
Écarts de rémunération, augmentation, promotion, formation et recrutement.
Awareness
Deploy awareness-raising actions on sexist and sexual violence and remarks, in particular for managers.
Identify a harassment referent capable of listening and alerting management in the event of inappropriate behavior
Identify a harassment referent capable of listening and alerting management in the event of inappropriate behavior
Recommended indicators:
Number of people who have been made aware of gender-based and sexual violence and remarks
Number of managers trained in sexist and sexual violence and remarks
Number of managers trained in sexist and sexual violence and remarks
Career development
Implement actions to attract and recruit women and men in single-sex professions.
Retain at least one woman and one man among the candidates selected for a recruitment interview
Retain at least one woman and one man among the candidates selected for a recruitment interview
Recommended indicators:
Percentage of women in the various trades
Percentage of women among the candidates selected for an interview
Percentage of women among the candidates selected for an interview
Career development
Set up support actions for women's careers (mentoring, coaching, skills assessment, career interview, etc.)
Ensure that parity is respected among candidates eligible for promotions
Ensure that parity is respected among candidates eligible for promotions
Recommended indicators:
Number of hours of coaching
Number of women receiving support
Number of women receiving support
Worklife balance
Mettre en place des actions pour sensibiliser les second parents à la prise du congé pour l'accueil d'un enfant afin de favoriser l'équilibre des temps de vie et l'égalité entre les genres.
Permettre à des personnes notamment au niveau du management et de la direction de prendre la parole sur ces sujets.
Permettre à des personnes notamment au niveau du management et de la direction de prendre la parole sur ces sujets.
Recommended indicators:
Percentage of second parent taking parental leave
Number of days of leave for the second parent granted by the organization within its parenting policy
Number of days of leave for the second parent granted by the organization within its parenting policy
Disability
Mixity score
Botify - Paris
Medium score in my sector
Medium score in all companies
Strengths
No strength
Areas of improvement
Worklife balance
The organization has not implemented yet a process to adapt the working environment and facilitate the reclassification of an employee with an occupational health problem (ergonomy, study-workplace layout...)
Recruitment
In the recruitment phase, there is no proactive approach to find candidates with disabilities
Worklife balance
Establishments open to the public and to employees are not accessible yet to people with reduced mobility.
Worklife balance
The organization has not implemented yet actions to support people with chronic illness
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Recommended goals
To implement
Recruitment
Définir une politique de recrutement pro-active en s'assurant que le processus de recrutement est inclusif au regard du handicap (offres d'emplois, diffusion des annonces, partenariats dédiés...)
Accompagner les collaborateurs (f/h/nb) dans leur démarche de déclaration RQTH (reconnaissance de la qualité de travailleur handicapé)
Communiquer sur l'ouverture de l'organisation aux personnes en situation de handicap pour créer une culture d'organisation bienveillante et attractive
Accompagner les collaborateurs (f/h/nb) dans leur démarche de déclaration RQTH (reconnaissance de la qualité de travailleur handicapé)
Communiquer sur l'ouverture de l'organisation aux personnes en situation de handicap pour créer une culture d'organisation bienveillante et attractive
Recommended indicators:
Pourcentage de personnes en situation de handicap
Nombre d'accompagnements en interne sur le handicap
Nombre d'accompagnements en interne sur le handicap
Recruitment
Design and distribute job offers by integrating the notion of openness to people with disabilities.
Train people in charge of recruitment and managers in kisses and stereotypes related to disability (invisible disability, inclusive management, etc.)
Train people in charge of recruitment and managers in kisses and stereotypes related to disability (invisible disability, inclusive management, etc.)
Recommended indicators:
Number of offers disseminated to specialized players
Number of people with disabilities recruited per year
Number of people with disabilities recruited per year
Governance
Analyse recurrent purchases and integrate criteria in favour of disability into the specifications for the selection of suppliers and service providers in order to encourage subcontracting and co-contracting with companies from the adapted and protected sector.
Recommended indicators:
Amount of purchases from specially adapted and protected work environments
Amount of total purchases
Amount of total purchases
Worklife balance
Carry out a diagnosis on the accessibility of buildings to people with disabilities.
Adapt the premises to allow disabled employees to benefit from the same working conditions
Adapt the premises to allow disabled employees to benefit from the same working conditions
Recommended indicators:
Accessibility rate of the organization's establishments
Amount of expenditure to improve the accessibility of establishments
Amount of expenditure to improve the accessibility of establishments
Awareness
Develop partnerships with specialised external associations (events, membership, donations...) in order to concretise and promote your commitment to people with disabilities.
Recommended indicators:
Nombre de parternariats avec une organisation externe spécialisée sur le handicap.
Nombre d'actions menées dans l'année avec une organisation spécialisée
Nombre d'actions menées dans l'année avec une organisation spécialisée
Worklife balance
Set up a system for listening and identifying job adaptation needs.
Implement actions to facilitate the work of people with disabilities or chronic illness (ergonomic study, flexibility of schedules, part-time, modification of tasks ...)
Implement actions to facilitate the work of people with disabilities or chronic illness (ergonomic study, flexibility of schedules, part-time, modification of tasks ...)
Recommended indicators:
Number of successful reclassifications
Number of dismissals for incapacity
Number of dismissals for incapacity
Ethnicity
Mixity score
Botify - Paris
Medium score in my sector
Medium score in all companies
Strengths
Recruitment
10% des managers (f/h/nb) ont une nationalité autre que française.
Recruitment
At least 10 nationalities in the organization
Areas of improvement
Recruitment
The organization has not established specific devices yet with the use of partners, associations, foundations ... for recruiting candidates weakened or removed from employment.
Recruitment
The organization does not hires trainees and internship candidates with underrepresented backgrounds yet (minorities)
Recruitment
L'organisation n'a pas encore de dispositif qui permet d'assurer un recrutement inclusif de l'ensemble des parcours scolaires.
Awareness
L'organisation n'a pas de dispositif de mentorat permettant à des collaborateurs (f/h/nb) d'accompagner une personne dans son parcours scolaire ou professionnel.
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Recommended goals
To implement
Recruitment
Set up support actions for people vulnerable or remote from employment through specialized actors (mentoring, donations, communication, network ...)
Organize or participate in events in favor of the integration of people excluded from employment (job dating, training, meetings ...)
Organize or participate in events in favor of the integration of people excluded from employment (job dating, training, meetings ...)
Recruitment
Implement actions to attract and recruit people with underreprensented background (job dating, internships and work-study programs, dissemination of inclusive job offers)
Limit the recruitment criteria to key skills in order to exclude any talent with atypical career paths
Limit the recruitment criteria to key skills in order to exclude any talent with atypical career paths
Recommended indicators:
Rate of internships and work-study programs with underreprensented background
Recruitment
Implement an inclusive recruitment system (standard form, grid, committee) from the design to the distribution of offers in order to encourage the diversity of candidates. Value skills rather than diplomas.
Recommended indicators:
Number of people in charge of recruitment trained on Diversity and Inclusion
Awareness
Promote cultural exchanges within the organization (highlighting highlights, gastronomic exchanges, testimonials, etc.)
Organize actions to raise awareness of biases and stereotypes linked to social and cultural origins (conferences, quizzes, workshops, etc.)
Organize actions to raise awareness of biases and stereotypes linked to social and cultural origins (conferences, quizzes, workshops, etc.)
Recommended indicators:
Number of communications on cultural themes
Number of people who participated in the events
Number of people who participated in the events
Awareness
Mettre en place du mentorat auprès de personnes éloignées de l'emploi et inciter les collaborateurs (f/h/nb) à s'engager dans cette démarche.
Travailler avec des organisations qui oeuvrent en faveur de l'égalité des chances.
Travailler avec des organisations qui oeuvrent en faveur de l'égalité des chances.
Recommended indicators:
Pourcentage de personnes impliquées dans du mentorat.
Nombre de personnes accompagnées.
Nombre de personnes accompagnées.
Worklife balance
Sensibiliser les managers (f/h/nb) au management de l'expression du fait religieux et les accompagner dans les décisions au niveau de la direction et des ressources humaines.
Expliciter clairement les comprtements autorisés et proscrit et justifiant toutes les décisions, intégrer ces règles au sein du livret d'accueil et du règlement intérieur.
Nommer une personne référente qui peut accompagner les managers (f/h/nb) dans les décisions sur ces sujets.
Expliciter clairement les comprtements autorisés et proscrit et justifiant toutes les décisions, intégrer ces règles au sein du livret d'accueil et du règlement intérieur.
Nommer une personne référente qui peut accompagner les managers (f/h/nb) dans les décisions sur ces sujets.
Generations
Mixity score
Botify - Paris
Medium score in my sector
Medium score in all companies
Strengths
Recruitment
The organization carries out actions to recruit apprentices
Areas of improvement
Career development
There is no multi-generational tutoring system yet within the organization (mentoring and/or tutoring work-study contracts)
Worklife balance
There is no job adjustment policy for employees over 55 yet
Recommended goals
To implement
Recruitment
Sourcing and recruiting people over 50 through platforms and specialized actors.
Support people in the process of reconversion and offer training tailored to their needs
Support people in the process of reconversion and offer training tailored to their needs
Recommended indicators:
Taux de recrutement des personnes de plus de 50 ans
Career development
Promote exchanges between employees across generations (tutoring, reverse mentoring ...)
Create multigenerational teams and raise awareness of age-related stereotypes
Create multigenerational teams and raise awareness of age-related stereotypes
Worklife balance
Préparer la fin de carrière des seniors de plus de 55 ans en laissant la possibilité d'adapter les missions et le temps de travail (temps partiel, mécénat de compétences, mentorat...)
Recommended indicators:
Number of job adaptations
Number of people benefiting from the different schemes
Number of people benefiting from the different schemes
To formalize
Recruitment
Implement actions to attract and recruit young graduates.
Promote recruitment at the end of internships and work-study programs
Promote recruitment at the end of internships and work-study programs
Recommended indicators:
Taux de recrutement des jeunes de moins de 26 ans dans les 12 derniers mois
Career development
Promote training at all ages and analyze by gender, age and services and training gaps.
Set up career interviews, in particular for people over 40, in order to anticipate the second part of their career and to be attentive to needs
Set up career interviews, in particular for people over 40, in order to anticipate the second part of their career and to be attentive to needs
Recommended indicators:
Training rate by age, gender and services
LGBTQIA+
Mixity score
Botify - Paris
Medium score in my sector
Medium score in all companies
Strengths
No strength
Areas of improvement
Awareness
In its external communications on its non-discrimination policy, the organization does note explicitly refers yet to sexual orientation/gender identity and expression
Worklife balance
There is no sanction mechanism yet if the organization were to be confronted with homophobic remarks or attitudes
Worklife balance
In general, HR policies does not adapt to family evolutions and compositions, particularly on the LGBT+ community
Awareness
The organization has not set up yet a sponsorship or support process for organizations representing LGBT + people
Worklife balance
Il n'existe pas de personne référente sur les sujets LGBT+.
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Recommended goals
To implement
Worklife balance
Explicitly define the rules of conduct with regard to homophobic and transophobic remarks and violence as well as the consequences in the event of non-compliance.
Identify a referent trained in matters of sexual orientation and gender identity to listen and alert management in the event of inappropriate behavior
Identify a referent trained in matters of sexual orientation and gender identity to listen and alert management in the event of inappropriate behavior
Worklife balance
Take into account the possibility for employees to declare themselves non-binary within the organization (badge, organization chart, internal document) but also to support the transition (change of name, civility. ..)
Ensure that all the rights and advantages enjoyed by employees are the same for LGBTQ+ people (geographic mobility for couples, C.S.E benefits for spouses, etc.)
Ensure that all the rights and advantages enjoyed by employees are the same for LGBTQ+ people (geographic mobility for couples, C.S.E benefits for spouses, etc.)
Awareness
Integrate the notions of openness to LGBT + people in the management's communications on Diversity and Inclusion.
Support major events for the rights of LGBT + people in society
Support major events for the rights of LGBT + people in society
Recommended indicators:
Number of communications on LGBT + topics on the various networks
Worklife balance
Officially appoint an internal contact person to support employees on LGBTQ+ issues. Provide adequate resources for the successful completion of this task.
Recommended indicators:
Temps d'accompagnement dédiés des personnes référentes LGBT+.
Nombre de rencontres effectuées.
Nombre de rencontres effectuées.
Awareness
Implement actions to make employees aware of subjects related to sexual orientation and gender identity (workshops, conferences, testimonials, documentation, etc.)
Communicate internally on leadership openness to LGBT + people in order to create a caring corporate culture towards LGBT + people.
Communicate internally on leadership openness to LGBT + people in order to create a caring corporate culture towards LGBT + people.
Awareness
Integrate LGBT topics into the training course for managers and recruiters on non-discrimination and inclusion
Train managers to support employees when they come out.
Train managers to support employees when they come out.
Recommended indicators:
Taux de managers (f/h/nb) et personnes en charge du recrutement formés aux sujets LGBT+
Nombre d'heures de formation
Nombre d'heures de formation