Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Diag
Caisse d'Epargne Loire Centre

Diversity & Inclusion Score

81/100


Genre

87%

Handicap

87%

Multi-culturel

74%

Multi-générationnel

89%

LGBTQIA+

63%

Logo Mixity

Labels and certifications

Charte Cancer@Work Label Lucie Le label Egalité Professionnelle

Principal diversity and inclusion indicators

Transversal

86%

Gender

87%

Disability

90%

Ethnicity

74%

Generations

89%

LGBTQIA+

63%

Transversal


Mixity score

Caisse d'Epargne Loire Centre

Medium score in my sector

Medium score in all companies
Evolution since 2020
= 0 pts

Key indicators

Number of persons in the organisation

Icone people
 1,562 

Rate of employees satisfied with the D&I policy

 100% 
 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

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

 UA* 
 2.75% 
 97% 

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

Pas de données pour les parents avec des enfants à charge.

*UA = Unavailable

Strengths

Governance
Les membres de la direction générale s’engagent visiblement pour la promotion de la diversité et de l'inclusion dans l'entreprise, par exemple en prenant la parole publiquement et/ou en soutenant des programmes d'égalité des chances
Recruitment
L'entreprise a intégré la dimension Diversité et Inclusion au sein d'une grille de soft skills (compétences comportementales) liée au recrutement et/ou à la promotion des managers.

Areas of improvement

Awareness
L'entreprise n'a pa encore mis en place de politique de non-discrimination, incluant un dispositif ou un parcours de formation s'adressant à l'ensemble de ses managers.
Worklife balance
L'entreprise n'identifie pas encore les collaborateurs aidants (f/h/nb) (enfants ou proches en perte d'autonomie).

Recommended goals

Governance
Encourage suppliers and service providers to commit to diversity, equity and inclusion issues by incorporating DE&I criteria into purchasing decisions.

Carry out a short DE&I diagnostic on the main service providers and suppliers.
Awareness
Ensure that all managers and recruitment staff receive at least one training session every three years.
Governance
Create a diversity network made up of volunteers to discuss the actions needed on the various themes.

Gender


Mixity score

Caisse d'Epargne Loire Centre

Medium score in my sector

Medium score in all companies
Evolution since 2020
▲ 1 pts

Key indicators

Split by generations in the organisation

Women

  60%


Men

  40%


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

88
 / 100

Rating at the French Gender Equality Index

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


1.48% in favour of men
 Women
 Men

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


8.40% in favour of men
 Women
 Men

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


0.10% 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

1.01% in favour of men

... promoted

2.47% in favour of men

Gap between training hours attended by men and women


1.90% in favour of men
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 60% 
 41% 
 0% 

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

 45% 
 55% 
 0% 

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

 64% 
 36% 
 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
L'entreprise a mis en place un accord d'entreprise sur l'égalité professionnelle entre les femmes et les hommes.
Governance
Existence d'un réseau au féminin / mixité / au masculin au sein de l'entreprise.
Awareness
Soutien à une association ou une fondation favorisant l'égalité ou la diversité dans les organisations.

Areas of improvement

Career development
20% women in the top 10% of positions.

Recommended goals

Career development
Pursue initiatives to support women's careers in preparation for future promotions to management positions.

For positions of high responsibility, ensure that there are as many female as male candidates.
Compensation and benefits
Accurately monitor pay differentials between managers in order to identify unjustified inequalities.
Awareness
Continue to raise awareness of gender stereotypes.

Set up a survey to identify perceptions of the corporate culture, particularly with regard to gender equality.

Disability


Mixity score

Caisse d'Epargne Loire Centre

Medium score in my sector

Medium score in all companies
Evolution since 2020
= 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

 69% 
 31% 
 0% 

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

Icone money
 76,821
i.e. 0.23% of purchases
● 0.39%   ● 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.
 98% 
 98% 
 92% 
... in the organisation reference website
 87% 
 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

Working conditions
3-star cancer@work accreditation and deployment of the cancer@work guide.
Governance
Partenariats avec ses sous-traitants pour réaliser de la co-traitance avec le secteur du travail protégé et adapté (STPA ).
Worklife balance
Existence d'un dispositif pour sensibiliser et/ou accompagner les salariés (f/h/nb) en situation de maladie chronique.
Awareness
Mise en place de partenariats avec des associations externes spécialisées sur le handicap.

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Areas of improvement

Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet du handicap dans l'entreprise est inférieur à 20%.

Recommended goals

Awareness
Continuing to raise awareness of all issues, such as neurodiversity.
Communication
Share your good practice and communicate externally about your commitment to the inclusion of people with disabilities.

Ethnicity


Mixity score

Caisse d'Epargne Loire Centre

Medium score in my sector

Medium score in all companies
Evolution since 2020
▲ 11 pts

Key indicators

Number of nationalities in the organisation

Icone earth
 18

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

Strengths

Recruitment
Existence de dispositifs spécifiques avec des partenaires de l'emploi, associations, fondations... pour le recrutement de candidats fragilisés ou éloignés de l'emploi.
Recruitment
Existence de partenariats avec des associations et/ou organisations qui oeuvrent pour l'insertion dans l'emploi des personnes réfugiées.
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.
Awareness
L'entreprise a au moins une fois dans l'année été impliquée dans une manifestation externe sur la thématique diversité d'origine culturelle et/ou sociale.

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Areas of improvement

Recruitment
L'entreprise ne suit pas encore le taux de réponses aux candidatures (spontanées et/ou réponses aux offres d'emplois de l'entreprise) en suivant la répartition par lieu de résidence et origine.

Recommended goals

Recruitment
Carry out an in-depth analysis of recruitment practices with regard to cultural and social origins (qualifications, perceived origins, place of residence, etc.).
Partnership
Continue to work with organisations that specialise in supporting refugees, in particular as a banking institution.
Awareness
Ensure that information on multicultural issues is accessible and known to all.

Raise the issue of religion with managers and recruiters (f/h/nb) so that all managers are aware of the company's position.
Partnership
To continue the mentoring programme, highlighting its impact and encouraging other employees (f/h/nb) to become involved in the programme.

Generations


Mixity score

Caisse d'Epargne Loire Centre

Medium score in my sector

Medium score in all companies
Evolution since 2020
▲ 13 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

 100%


... under 25 years

 100%


… of all staff

 100%

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

Icone graduation_cap
 147

Middle age ...

*UA = Unavailable

Strengths

Governance
Existence d'une politique "intergénérationnelle" au sein de l'entreprise.
Career development
L’entreprise a développé une culture de formation tout au long de la vie.
Worklife balance
Existence d'une politique d'adaptation des postes pour les collaborateurs de plus de 55 ans.
Worklife balance
Existence d'un dispositif spécifique d'aménagement de temps de travail pour les effectifs de plus de 55 ans.
Worklife balance
Mise en place d'une 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.

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- show less details

Areas of improvement

Governance
Pas encore de dispositif de transmission des savoirs "critiques" mis en place dans l'entreprise.

Recommended goals

Training
Encourage the transfer of critical skills by mapping them and enabling those who possess them to share them internally.

Ensure that people who need to learn these skills can be supported by people with these skills.

LGBTQIA+


Mixity score

Caisse d'Epargne Loire Centre

Medium score in my sector

Medium score in all companies
Evolution since 2020
▲ 11 pts

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
 0

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

Icone smartphone
 1

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

Icone megaphone
 1

Percentage of employees made aware about LGBTQIA+ topics

*UA = Unavailable

Strengths

Worklife balance
Existence d'un dispositif de sanction si l'organisation venait à être confrontée à des propos ou attitudes homophobes et/ou LGBTophobes.
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
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+.
Awareness
Pas encore de programme ou dispositif visant à mettre en avant des rôles modèles LGBT+.

Recommended goals

Governance
Organiser un groupe de travail sur les sujets LGBTQIA+ avec des personnes volontaires afin d'identifier les axes principaux d'amélioration en interne.
Awareness
make awareness-raising campaigns on these subjects part and parcel of DE&I training modules.

Continue to promote voluntary testimonials throughout the company.
Communication
Include CELC's position on LGBTQIA+ issues in documents for employees (f/h/nb).

Ensure that all internal documents take LGBTQIA+ issues into account (parenting policy, company events, internal communications, etc.).
Worklife balance
Ensuring that HR and reference staff have the necessary knowledge to support employees on issues related to sexual orientation and gender identity.
Communication
Continue external communication on LGBTQIA+ issues by speaking out and supporting associations and events promoting the inclusion of LGBTQIA+ people.
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