Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Start
Botify - Paris

Diversity & Inclusion Score

27/100


Gender

33%

Disability

17%

Ethnicity

27%

Generations

47%

LGBTQIA+

0%

Logo Mixity

Principal diversity and inclusion indicators

Transversal

35%

Gender

33%

Disability

17%

Ethnicity

27%

Generations

47%

LGBTQIA+

0%

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
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
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.
Governance
Encourage managers to speak publicly on D&I subjects
Create a D&I committee with members of the management
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.)
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

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
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
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
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
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
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.

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
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.)
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.
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
Awareness
Develop partnerships with specialised external associations (events, membership, donations...) in order to concretise and promote your commitment to people with disabilities.
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 ...)

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 ...)
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
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.
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.
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.)
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.

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
Career development
Promote exchanges between employees across generations (tutoring, reverse mentoring ...)
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...)

To formalize

Recruitment
Implement actions to attract and recruit young graduates.
Promote recruitment at the end of internships and work-study programs
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

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
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.)
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
Worklife balance
Officially appoint an internal contact person to support employees on LGBTQ+ issues. Provide adequate resources for the successful completion of this task.
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.
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.
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