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BRGM

www.brgm.fr/fr
Benchmark 1000 employees

Description of the activity :

Service géologique national, le BRGM est l’établissement public de référence dans les applications des sciences de la Terre pour gérer les ressources et les risques du sol et du sous-sol dans une perspective de développement durable.

Number of employees : 1,012
Global income : 220,000 €
Mixity Diag
BRGM

Diversity & Inclusion Score

74/100


Gender

80%

Disability

85%

Ethnicity

56%

Generations

84%

LGBTQIA+

55%

Logo Mixity

L'évaluation porte sur les données de l'année 2022.

Labels and certifications

Happy Trainees HRS4R Le label Gender Equality – European Standard (GEES) Les entreprises s'engagent

Principal diversity and inclusion indicators

Transversal

86%

Gender

80%

Disability

85%

Ethnicity

56%

Generations

84%

LGBTQIA+

55%

Transversal


Mixity score

BRGM

Medium score in my sector

Medium score in all companies

Key indicators

Number of persons in the organisation

Icone people
 1,025 

Rate of employees satisfied with the D&I policy

 75% 
 73% 
 78% 

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

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

 4.33% 
 4.33% 
 91% 

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

Autres

Dispositif de soutien aux aidants

*UA = Unavailable

Strengths

Governance
BRGM is the first French public industrial and commercial establishment (EPIC) to be awarded the HRS4R label.
Governance
BRGM has sent a position paper on its DE&I policy to all its employees.
Governance
BRGM encourages its stakeholders to make commitments through social criteria, set-aside contracts and integration clauses.

Areas of improvement

Governance
Pas encore de rapport sur les indicateurs de performance D&I en réunion de Direction (Comex, Codir, ...)

Recommended goals

Governance
Involve the entire management team in the issue of Diversity and Inclusion, in particular by presenting a follow-up report on the D&I action plan and performance indicators at management meetings.
Awareness
Pursue your commitment to non-discrimination training by offering resources (interview guide, grids, etc.) and courses fully dedicated to DE&I issues.
Awareness
Ensuring that all new arrivals follow an awareness-raising programme to learn about the company's values and positions and acquire the foundations for inclusive behaviour.
Awareness
Continue to organise Diversity Days, broadening the topics and covering as many themes as possible. Do not hesitate to go beyond the "flagship" days during the year and create spontaneous events.
Worklife balance
Formalise a support policy for carers and communicate about existing initiatives.
Governance
In line with your objectives, highlight your Mixity footprint, scores and targets in order to be transparent about your Diversity & Inclusion practices and promote your efforts internally and externally.

Gender


Mixity score

BRGM

Medium score in my sector

Medium score in all companies

Key indicators

Split by generations in the organisation

Women

  46%


Men

  54%


Non-binary

  0%

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

93
 / 100

Rating at the French Gender Equality Index

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


1.10% in favour of men
 Women
 Men

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


3.10% in favour of men
 Women
 Men

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


0.60% in favour of men
 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

1.30% in favour of women

... promoted

0.70% in favour of men

Gap between training hours attended by men and women


2.90% in favour of women
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 48% 
 52% 
 0% 

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

 32% 
 68% 
 0% 

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

 74% 
 26% 
 0% 

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
BRGM took part in the 3rd promotion of "OSER!", a programme designed to support women's careers in public establishments.
Gender balance in the workforce
BRGM's geoscientists took part in school projects to deconstruct gender stereotypes about the profession.
Work-life balance
BRGM has deployed a guide to support parenthood for its employees on international assignments, in the French overseas departments and territories and in mainland France.

Areas of improvement

Career development
Pas encore de programme de mentoring pour aider les femmes dans leur évolution de carrière.

Recommended goals

Governance
Continue to monitor our equality indicators with the aim of achieving a score of 98/100 on the Gender Equality Index in 2024, as defined in our agreement.
Career development
Continue to pay particular attention to management positions and positions of responsibility, so that women have the same access to them and develop under the same conditions, with a view to achieving your 2024 objectives. Develop a mentoring approach.
Gender balance in the workforce
Continue your actions (targeted recruitment campaigns, encouraging as many women as men to attend interviews, work placements and sandwich courses, etc.) to encourage the recruitment of women and men in non-gender-balanced jobs and in jobs with high levels of responsibility.
Governance
Bring BRGM's internal directory into line by feminising functions and eliminating the use of "Mademoiselle".
Awareness
Continue to raise awareness of sexist and sexual comments and violence, by monitoring courses, workshops and conferences by gender, age and department.
Awareness
Following on from your actions on menstruation (endometriosis, hygiene care), propose new pioneering policies on menstruation, miscarriage and the menopause.

Disability


Mixity score

BRGM

Medium score in my sector

Medium score in all companies

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

 54% 
 46% 
 0% 

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

Icone money
 148,751
i.e. 0.23% of purchases
● 0.39%   ● 0.57%

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.
 80% 
 91% 
 92% 
... in the organisation reference website
 68% 
 90% 
 87% 

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
BRGM awarded the AGEFIPH 2021 job maintenance prize
Governance
BRGM has set up and runs an inter-EPIC EPST EPA network dealing with DE&I issues, particularly those related to disabilities.
Worklife balance
Le BRGM favorise l'expression des besoins liés aux handicaps dès le processus de recrutement

Areas of improvement

Governance
Le taux d'accessibilité des sites web de référence de l'entreprise est de 68%

Recommended goals

Governance
Continue to increase the employment rate of people with disabilities by strengthening your recruitment drive. Raise awareness and provide support to employees in order to remove the taboos surrounding the RQTH, as agreed in your objectives.
Awareness
Continue to develop awareness-raising events, taking care to include all disabilities: visible, invisible, neurodiversity, chronic illnesses. Monitor awareness-raising activities on the various subjects by gender, age and department.
Worklife balance
Accurately track sick leave by several criteria (time, department, type, etc.) to identify and prevent physical and psycho-social risks.
Worklife balance
Communicate widely about the facilities available to employees. Formalise the processes involved in expressing needs in order to encourage the retention of the people concerned.
Governance
Raising awareness among IT teams of digital accessibility issues (RGAA nomenclature) for people with disabilities.

Ethnicity


Mixity score

BRGM

Medium score in my sector

Medium score in all companies

Key indicators

Number of nationalities in the organisation

Icone earth
 32

Number of nationalities in the Board of Directors

Icone earth
 UA*

Number of nationalities in the Executive Commitee

Icone earth
 1

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

Employee distribution by assumed ethnic origin  
?
Namsor is a tool that measures the presumed ethnic origins of employees by analysing first and last names. Learn more

Strengths

Governance
BRGM is committed to helping young people with atypical backgrounds: 3rd year trainees from REP schools, "Hissez haut les lycées Pro" initiative
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
No diagnosis yet on multicultural diversity policy
Career development
The school has not yet put in place any recruitment initiatives targeting applicants from QPV/ZRR areas.
Awareness
No internal documents to raise awareness of the need to combat discriminatory comments, particularly on the basis of cultural and/or social origins

Recommended goals

Governance
Carry out an internal diagnosis of diversity and inclusion at the various stages of recruitment and within the company to identify any biases (testing, surname analysis, place of residence, etc.).
Awareness
Promoting discussion forums on international, ethnic, religious and social diversity. Ensuring that your e-learning dedicated to ethno-cultural diversity is properly deployed.
Recruitment
Strengthen your pro-active approach to finding candidates from culturally and/or socially diverse backgrounds. Set up initiatives to recruit employees, trainees and work-study students from priority urban policy areas and rural regeneration zones.
Partnership
Continue to develop your partnerships with organisations that specialise in supporting people who are far from employment, refugees and students from atypical backgrounds.
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.

Generations


Mixity score

BRGM

Medium score in my sector

Medium score in all companies

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

 95%


... under 25 years

 84%


… of all staff

 91%

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

Icone graduation_cap
 203

Middle age ...

*UA = Unavailable

Strengths

Governance
Existence of an "intergenerational" policy within BRGM through a dedicated agreement
Recruitment
BRGM has an active policy to facilitate apprenticeships: introduction of an induction programme, work-study student guide and mentoring, etc.
Career development
BRGM has put in place a number of measures to support employees on the road to retirement (quantified objectives, interviews, adjustments, specialist assistance, financial aid, etc.).

Areas of improvement

Worklife balance
Pas encore de politique de mécénat de compétences en lien avec des associations, notamment dans le cadre d'un accord d'entreprise ou d'un dispositif temps partiel seniors.

Recommended goals

Governance
Pursue and promote your initiatives to achieve your internal targets for recruiting under-30s and keeping over-55s in employment.
Career development
In line with your objectives, update your PPIM agreement in line with the latest legal developments to provide your employees with the best possible support on the road to retirement.
Governance
Implementing a skills sponsorship policy in conjunction with associations.
Career development
Continue your process of identifying the company's key skills and the people who possess them.

LGBTQIA+


Mixity score

BRGM

Medium score in my sector

Medium score in all companies

Key indicators

There is not a network gathering LGBTQIA+ employees or allies

Number of actions carried out during the year with LGBT associations

Icone hands
 1

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

Icone smartphone
 0

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

Icone megaphone
 2

Percentage of employees made aware about LGBTQIA+ topics

*UA = Unavailable

Strengths

Governance
BRGM has created an internal best practice guide to facilitate gender transition at work
Awareness
Each year BRGM offers an LGBTQ+ awareness quiz developed with L'Autre Cercle
Worklife balance
Existence d'au moins une personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur les sujets d'orientation sexuelle / identité et expression du genre si nécessaire.

Areas of improvement

Governance
L'entreprise n'a pas encore mis en place une démarche de mécénat ou de soutien auprès d’organisations représentatives des personnes LGBT+.
Awareness
Dans ses communications sur sa politique de non-discrimination, l'entreprise ne fait pas explicitement référence à l'orientation sexuelle / identité et expression du genre.
Awareness
Pas encore de dispositif spécifique et/ou d'une démarche de sensibilisation des managers et personnels RH pour accompagner le coming out professionnel des personnes LGBT+.

Recommended goals

Governance
Set up a support programme for organisations representing LGBTQ+ people and LGBTQ+ student networks (sponsorship, donations, partnerships, etc.).
Governance
Encourage the creation of a group of LGBTQ+ and Allied resource employees to promote exchanges, actions and events.
Governance
Explicitly communicate the sanctions in place for LGBTphobic behaviour or comments, as well as management's openness to creating an LGBTQ-friendly culture.
Governance
Establish a degree of flexibility with regard to internal identity (signature, badge, uniform, IT system, etc.) in order to ensure the well-being of non-binary people or people in gender transition.
Governance
In line with your objectives, ensure that management teams have been trained in coming-out support (sexual orientation and gender identity) within the organisation and that resources have been made available.
Awareness
Organise conferences and workshops to raise awareness of the inclusion of LGBTQ+ people and track the number of people who attend these events. Make it clear why this is also a professional issue.
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