Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Diag
CEBFC

Diversity & Inclusion Score

79/100


Genre

86%

Handicap

97%

Multi-culturel

58%

Multi-générationnel

90%

LGBTQIA+

56%

Logo Mixity

Labels and certifications

Charte des 15 engagements pour l’équilibre des temps de vie de l'observatoire de la qualité de vie au travail La charte de la Diversité

Principal diversity and inclusion indicators

Transversal

89%

Gender

86%

Disability

98%

Ethnicity

58%

Generations

90%

LGBTQIA+

56%

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

Icone people
 1,547 

Rate of employees satisfied with the D&I policy

 UA* 
 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

 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

Icone money
 183,420
i.e. 0.62% 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.
 99% 
 98% 
 92% 
... in the organisation reference website
 100% 
 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

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

Icone earth
 7

Number of nationalities in the Board of Directors

Icone earth
 1

Number of nationalities in the Executive Commitee

Icone earth
 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

Icone graduation_cap
 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

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
 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.
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