CEBFC
cebfc-recrute.fr
Banking, Insurance, Financial services
Banking, Insurance, Financial services
Description of the activity :
Banque et Assurance
Number of employees : 1,600Global income : 316,100,000 €
Mixity Diag
CEBFC
Diversity & Inclusion Score
79/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Transversal
Mixity score
CEBFC
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 1 pts
Key indicators
Number of persons in the organisation
1,547
Rate of employees satisfied with the D&I policy
UA*
72%
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
0.13%
0.06%
100%
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
✓ Autres
*UA = Unavailable
Strengths
Governance
La présentation d’un rapport sur les indicateurs de performance D&I en réunion de Direction (Comex, Codir, ...) est réalisée au moins une fois par an
Awareness
Le taux de nouveaux arrivants (f/h/nb) dans l'entreprise sensibilisés à l'inclusion et la non-discrimination dans les 3 mois suivant le recrutement est supérieur à 80%.
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
Le taux d'employés (f/h/nb) interrogés sur la diversité et l'inclusion sur les 24 derniers mois est inférieur à 20%
Recommended goals
Governance
Set up an internal Diversity and Inclusion network sponsored by the management with volunteers to exchange on the different themes and lead actions in the company.
Awareness
In line with your 2024 objectives, ask employees how they feel about diversity and inclusion (company commitments, culture of inclusion, knowledge of mechanisms, D&I testimonials, etc.).
Governance
Continue to engage with suppliers and service providers by strengthening your charter to encourage them to commit to diversity and inclusion in all areas.
Recruitment
Continue training on non-discrimination for those responsible for recruitment. Ensure that the tools put in place limit cognitive biases in recruitment (analysis grid, recruitment guide, inclusive job offer, distribution channels, etc.)
Gender
Mixity score
CEBFC
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 5 pts
Key indicators
Split by generations in the organisation
Women
61%
Men
39%
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
87
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men (job families and comparable ages)
2.27%
in favour of men
Women
Men
Actual pay gap between women and men managers (job families and comparable ages)
2.27%
in favour of men
Women
Men
Actual pay gap between women and men who are not managers (job families and comparable ages)
0%
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
0.08%
in favour of men
... promoted
0.03%
in favour of men
Gap between training hours attended by men and women
1.28%
in favour of women
Women
Men
Split by gender...
Women
Men
Non-binary
… in Sales/Sales/Customer Service Functions
60%
40%
0%
... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)
37%
63%
0%
... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)
67%
33%
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
Career development
Par le biais de chartes, d'un parcours dédié et d’objectifs chiffrés, CEBFC accompagne la carrière des femmes.
Worklife balance
CEBFC a développé de nouveaux engagements forts de parentalité.
Career development
Des objectifs et/ou des actions sont définis pour recruter des femmes ou des hommes dans les métiers "non-mixtes".
Areas of improvement
No area of improvement
Recommended goals
Governance
Continue to monitor your equality indicators (pay gap in the different departments, pay increase gap, promotion gap, training gap, etc.) in order to achieve a score of 90/100 on the Gender Equality Index.
Career development
Continue to pay particular attention to management and leadership positions so that women have equal access and develop under the same conditions in view of your 2025 objectives.
Career development
Continue your actions and campaigns to promote the recruitment of women and men in non-mixed occupations and in occupations with high responsibilities.
Work-life balance
Set up a follow-up of the second parent's leave and reinforce communication on the measures aimed at employees.
Disability
Mixity score
CEBFC
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 3 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
71%
29%
0%
Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people
183,420
i.e. 0.62% of purchases
● 0.44%
● 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.
... in the organisation reference website
99%
98%
91%
100%
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
Partnership
CEBFC a signé des conventions de partenariat avec l'université de Bourgogne et l'école Burgundy School of Business de Dijon.
Worklife balance
L'entreprise mène des actions en coordination avec la médecine du travail ou des partenaires externes pour réduire le risque de perte d’emploi pour raisons de santé.
Awareness
Les actions de sensibilisation intègrent la prévention du handicap des salariés (risques professionnels, facteurs de risques des maladies chroniques : sédentarité, alimentation, addictions).
Areas of improvement
No area of improvement
Recommended goals
Awareness
Formalise a system to support people who volunteer to declare a disability, in particular through recognition as a disabled worker.
Awareness
Continue to develop awareness-raising events, taking care to include all disabilities: visible, invisible, neurodiversity, chronic diseases. Follow up on awareness-raising actions on the various subjects by gender, age and service.
Ethnicity
Mixity score
CEBFC
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 7 pts
Key indicators
Number of nationalities in the organisation
7
Number of nationalities in the Board of Directors
1
Number of nationalities in the Executive Commitee
1
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
Partnership
CEBFC organised an Inclusion Campus around the themes of integration of people who are far from employment.
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
Existence de partenariats avec des associations externes spécialisées sur la diversité d'origine culturelle et/ou sociale (adhésion, financement, mécénat de compétence, dons en nature, soutien en communication).
Areas of improvement
Recruitment
Pas de partenariat avec des associations et/ou organisations qui oeuvrent pour l'insertion dans l'emploi des personnes réfugiées.
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
Awareness
Develop events and resources on social, religious and ethnic diversity in order to deconstruct taboos and foster exchange.
Recruitment
Disseminate inclusive job offers to partners specialised in the recruitment of people who are far from employment or refugees.
Purchases
Promote diversity and inclusion in external relations with service providers and suppliers. Integrate diversity and inclusion criteria into the procurement process.
Recruitment
Implement a diagnosis of recruitment practices and the origins of employees (testing, onomastic study, etc.)
Generations
Mixity score
CEBFC
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 3 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
91%
... under 25 years
100%
… of all staff
100%
Number of interns and work-study students recruited in the last 12 months
126
Middle age ...
*UA = Unavailable
Strengths
Governance
Existence d'une politique "intergénérationnelle" au sein de l'entreprise.
Governance
Définition de scénarios de gestion des départs/arrivées du personnel en fonction des spécificités de votre pyramide des âges pour les 3 à 5 ans à venir.
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.
Areas of improvement
No area of improvement
Recommended goals
Training
Track training by age, gender and department to identify needs and maintain your lifelong learning culture.
LGBTQIA+
Mixity score
CEBFC
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 3 pts
Key indicators
There is not a network gathering LGBTQIA+ employees or allies
Number of actions carried out during the year with LGBT associations
1
Number of social media communication in the past 12 months on LGBTQIA+ inclusion
0
Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months
0
Percentage of employees made aware about LGBTQIA+ topics
*UA = Unavailable
Strengths
Governance
The company takes non-binary people into account in HR processes.
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.
Awareness
Dans ses communications sur sa politique de non-discrimination, l'entreprise fait explicitement référence à l'orientation sexuelle / identité et expression du genre.
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
Le taux de salariés (f/h/nb) sensibilisés au sujet LGBT+ dans l'entreprise est inférieur à 20%.
Awareness
Pas d'ateliers, conférences, prises de paroles, témoignages sur le sujet LGBT+ sur les 12 derniers mois.
Recommended goals
Governance
Explicitly communicate internally about the sanction mechanism in place for LGBTphobic behaviour or statements and the openness of management to create a culture of caring for LGBT+ people.
Awareness
Create an employee resource group on LGBT+ issues to enable employees to discuss these issues and to organise actions and events on LGBT+ issues.
Governance
Establish a support process for organisations representing LGBT+ people and LGBT+ student networks (sponsorship, donations, partnerships, etc.).
Awareness
In line with your objectives, ensure that management teams have been trained in coming-out support (sexual orientation and gender identity) in the workplace and that resources have been made available.
Awareness
Organise conferences and workshops to raise awareness of LGBT+ inclusion and monitor the number of people who attended these events.