Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Start
Demo Mixity Start

Diversity & Inclusion Score

44/100


Gender

58%

Disability

46%

Ethnicity

37%

Generations

37%

LGBTQIA+

37%

Logo Mixity

Principal diversity and inclusion indicators

Transversal

48%

Gender

58%

Disability

46%

Ethnicity

37%

Generations

37%

LGBTQIA+

37%

Transversal


Mixity score

Demo Mixity Start

Medium score in my sector

Medium score in all companies

Strengths

Governance
The board members and/or executive commitee members are openly committed to the promotion of diversity and inclusion in the organization.
Recruitment
The organization communicates specifically on its website (Commitments/Values/Employer Brand/About and/or dedicated content) and on the web (social networks, and so on...) about its commitments regarding diversity and inclusion.
Worklife balance
The organization has set up a welcome booklet integrating notions of Diversity and Inclusion

Areas of improvement

Governance
Percentage of employees questionned about Diversity and Inclusion in the organization during the last two years is under 20 %
Career development
The organization has not integrated yet the Diversity and Inclusion dimension into the soft skills requirement criteria (behavioral skills) linked to the recruitment and / or promotion of managers
Awareness
There are not internal documents yet to raise awareness of non-discrimination.
Awareness
The organization does not organizes or participates yet to events related to the themes of Diversity and Inclusion
Governance
The organization does not integrates yet Diversity and Inclusion criteria into its purchasing decisions
Worklife balance
The organization has not implemented yet a skills sponsorship policy in connection with associations, in particular within the framework of an organizational agreement or a part-time seniors scheme

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Recommended goals

To implement

Worklife balance
Identify and highlight one or more person.s able to listen and support employees on D&I subjects.
Train this or these person (s) continuously on the various D&I subjects, support them at management level and give them time to best support employees
Governance
Ask employees about your D&I policy. Collect knowledge about actions, priority issues, discriminatory situations, good practices.
Create a space for discussion on D&I subjects to promote good practices and collect opinions
Governance
Make a diagnosis on your purchasing practices and on recurring needs to integrate notions of Diversity and inclusion
Train the people in charge of purchasing in Diversity and Inclusion in order to promote suppliers and service providers who work in favor of inclusion.
Worklife balance
Set up a skills sponsorship policy by integrating associations working in favor of inclusion.
Encourage employees to commit to and integrate this system for seniors in a period of retirement transition
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
Career development
Create a repository of behavioral skills and integrate notions of Diversity and Inclusion (Benevolence, proximity, openness to others, listening to needs, fairness of treatment, D&I commitments, etc.)
Train all managers and recruiters in the use of this repository when defining a position for the recruitment or promotion of a manager.

Gender


Mixity score

Demo Mixity Start

Medium score in my sector

Medium score in all companies

Strengths

Career development
The percentage of women managers is over 40 %

Areas of improvement

Career development
The organization has not implemented yet actions to support women in their career development
Awareness
The organization has not implemented yet a policy to prevent sexist and sexual violence and harassment.

Recommended goals

To implement

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
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
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

To formalize

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

To strengthen

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
Worklife balance
Implement actions to support parents in their life balance (Flexibility of hours, telework charter, leave for children or sick relatives, taking school holidays into account, etc.)
Increase the number of days of leave granted to the second parent and ensure that this concerns all parents regardless of gender.

Disability


Mixity score

Demo Mixity Start

Medium score in my sector

Medium score in all companies

Strengths

Worklife balance
The organization's sites, platform and online applications include an accessibility approach for people with disabilities

Areas of improvement

Awareness
The organization has made less than 20% of employees (F / M) aware of stereotypes related to disability
Worklife balance
The organization has not implemented yet actions to support people with chronic illness

Recommended goals

To implement

Awareness
Implement actions to raise awareness of stereotypes about disability for all employees
Highlight testimonials from people who volunteer to talk about disability (visible and invisible)
Recruitment
Support employees in their RQTH declaration process (recognition of the quality of disabled worker)
Communicate on the organization's openness to people with disabilities to create a caring and attractive organizational culture
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.)

To formalize

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
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

Demo Mixity Start

Medium score in my sector

Medium score in all companies

Strengths

No strength

Areas of improvement

Recruitment
The organization does not hires trainees and internship candidates with underrepresented backgrounds yet (minorities)
Worklife balance
The organization has not defined the management of religious practices in the professional environment yet
Career development
Only one nationality in the Executive Committe

Recommended goals

To implement

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
Train managers in the management of the expression of the religious fact and support them in decisions at the level of management and human resources.
Clearly explain the authorized and prohibited behaviors and justify all decisions, integrate these rules into the welcome booklet and internal regulations
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

To formalize

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 ...)

Generations


Mixity score

Demo Mixity Start

Medium score in my sector

Medium score in all companies

Strengths

No strength

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

Career development
Promote exchanges between employees across generations (tutoring, reverse mentoring ...)
Create multigenerational teams and raise awareness of age-related stereotypes
Worklife balance
Prepare the end of career of seniors over 55 by adapting missions and working time (part-time, skills sponsorship, mentoring ...)
Worklife balance
Implement actions to raise awareness of chronic diseases (posture, cancer, diabetes, etc.)
Support people with chronic illness by listening to them and adapting positions and missions to their challenges
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

To formalize

Recruitment
Implement actions to attract and recruit young graduates.
Promote recruitment at the end of internships and work-study programs
Recruitment
Sourcing and recruiting people over 55 through platforms and specialized actors.
Support people in the process of reconversion and offer training tailored to their needs

LGBTQIA+


Mixity score

Demo Mixity Start

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
In general, HR policies does not adapt to family evolutions and compositions, particularly on the LGBT+ community
Awareness
There was no workshops, conferences, speeches, testimonials on the LGBT + subject that took place over the last 12 months

Recommended goals

To implement

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
Awareness
Integrate LGBT topics into the training course for managers and recruiters on non-discrimination and inclusion
Train managers to support employees in coming out
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.
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 homosexual and transgender people (geographic mobility for couples, C.S.E benefits for spouses, etc.)

To strengthen

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
Awareness
Set up actions to support associations that defend the rights of LGBT + people (donations, sponsorship, communication support, partnership, etc.)
Participate in events promoting the rights of LGBT + people
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