Labels and certifications

Le label Gender Equality – European Standard (GEES)

Principal diversity and inclusion indicators

Transversal

72%

Gender

64%

Disability

70%

Ethnicity

68%

Generations

77%

LGBT+

76%

Transversal


Mixity score

Global Demo

Medium score in my sector

Medium score in all companies

Key indicators

Number of employees in the company

Icone people
2,000

General career development's external investment - for the last 12 months

Icone money_purple
20,000 €

Percentage of employees in charge of recruitment trained on non-discrimination

during the last 24 months

Percentage of managers trained on non-discrimination

during the last 24 months

Percentage of employees made aware on Diversity and Inclusion topics

during the last 12 months

Percentage of employees questioned about Diversity and Inclusion in the company

during the last 24 months

Percentage of employees considering Diversity and Inclusion well addressed by the company

during the last 24 months

Percentage of ...

 Parents
 Caregivers
 Non-caregivers

... parents, caregivers and non-caregivers

 40% 
 20% 
 40% 

There is no promotion of the work life balance, parents and caregivers situations are not taken into accounts yet

*UA = Unavailable

Objectifs pour Transversal

Strengths

Points forts pour qualite-de-vie-au-travail

Work life balance : The number of employees questioned about Diversity and Inclusion in the company - survey or annual assessment interview - during the last 24 months is 500.0 %

Points forts pour sensibilisation

Awareness : The rate of employees in charge of recruitment trained on non-discrimination during the last 24 months is 100.0 %

Points forts pour qualite-de-vie-au-travail

Work life balance : The company hasn't faced a legal judgement or an official ruling regarding unethical practices in its marketing and advertising in the past 24 months.

Points forts pour qualite-de-vie-au-travail

Work life balance : The company hasn't faced any legal judgement or an official ruling regarding discrimination against any employees in the past 24 months.

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Objectifs pour Transversal

Areas of improvement

Points d'amélioration pour carriere

Career development : The company does not have any programme to raise awareness and/or support employees in situations of chronic desease yet.

Points d'amélioration pour gouvernance

Governance : The board members and/or executive commitee members are not openly committed to the promotion of diversity and inclusion in the company yet.

Points d'amélioration pour carriere

Career development : The company doest not promote the work life balance and takes into account the situations of employees with children, adapting the organization of their work at this time.

Objectifs pour Transversal

Recommended aims over more or less 3 years

No aim

Gender


Mixity score

Global Demo

Medium score in my sector

Medium score in all companies

Key indicators

Percentage of women - men - non‑binary within the company

Women

  60%


Men

  30%


Non-binary

  2%


Prefer not to say

  8%

Percentage of...

Women

Men

Non-binary

... White people
 50% 
 50% 
 UA* 

... Black or African Americans (13% prefer not to say)
 35% 
 50% 
 2% 

... Asian people (4% prefer not to say)
 40% 
 55% 
 1% 

... Hispanic or Latinx
 60% 
 40% 
 UA* 

... Multiracial
 45% 
 55% 
 UA* 

... Natives Hawaiian or other Pacific islander (1% prefer not to say)
 45% 
 52% 
 2% 

... American Indian or Alaska native
 80% 
 20% 
 UA* 

Percentage of women in the Board of Directors

Percentage of White people
 80% 
Percentage of Black African Americans
 15% 
Percentage of Asian people
 5% 
Percentage of Hispanic Americans or Latino Americans
 UA* 
Percentage of Multiethnics
 UA* 
Percentage of Natives from Hawaï or other pacific areas
 UA* 
Percentage of Amerindians or natives of Alaska
 UA* 
Percentage of prefer not to say
 UA* 

Percentage of women in the Executive Comitee

Percentage of White people
 50% 
Percentage of Black African Americans
 30% 
Percentage of Asian people
 20% 
Percentage of Hispanic Americans or Latino Americans
 UA* 
Percentage of Multiethnics
 UA* 
Percentage of Natives from Hawaï or other pacific areas
 UA* 
Percentage of Amerindians or natives of Alaska
 UA* 
Percentage of prefer not to say
 UA* 

Percentage of women senior managers in the company

Percentage of White people
 80% 
Percentage of Black African Americans
 10% 
Percentage of Asian people
 UA* 
Percentage of Hispanic Americans or Latino Americans
 10% 
Percentage of Multiethnics
 UA* 
Percentage of Natives from Hawaï or other pacific areas
 UA* 
Percentage of Amerindians or natives of Alaska
 UA* 
Percentage of prefer not to say
 UA* 

Percentage of women managers in the company

Percentage of White people
 50% 
Percentage of Black African Americans
 25% 
Percentage of Asian people
 14% 
Percentage of Hispanic Americans or Latino Americans
 4% 
Percentage of Multiethnics
 0.5% 
Percentage of Natives from Hawaï or other pacific areas
 5.5% 
Percentage of Amerindians or natives of Alaska
 1% 
Percentage of prefer not to say
 0% 

Percentage of women in the top 10 wages

Actual pay gap between women and men on shifts, job families and comparable ages


4%
 Women
 Men

French Gender Equality Index rating

UA*

Percentage of Women - Men - Non-binary…

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 45% 
 55% 
 0% 

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

 35% 
 64% 
 1% 

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

 70% 
 30% 
 0% 

Number minimum of paid leave for mothers - in weeks - in your company


112
113
 Country average
 2021

Minimum number of paid leave for other new parent (fathers and co-parents) in days - in your company


20
30
 Country average
 2021

*UA = Unavailable

Objectifs pour Genre

Strengths

Points forts pour gouvernance

Governance : The rate of women on the Board of Directors is 45.0 %

Points forts pour gouvernance

Governance : The rate of women managers in the company is 50.0 %

Points forts pour carriere

Career development : The percentage of women in the top 10 wages is 40.0 %

Points forts pour qualite-de-vie-au-travail

Work life balance : The rate of fathers or co-parents who have taken their paternity leave during the period compared with those entitled to this leave is 85.0 %.

Points forts pour qualite-de-vie-au-travail

Work life balance : The minimum number of paid leave for mothers - in days - in the company is 113.0 .

Points forts pour gouvernance

Governance : The rate of women senior managers in the company is 55.0 %

Points forts pour carriere

Career development : The rate of Women in Sales/Sales/Customer Service Functions is 45.0 %

Points forts pour carriere

Career development : The rate of Women in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents) is 35.0 %

Points forts pour carriere

Career development : The rate of Women in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance) is 70.0 %

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Objectifs pour Genre

Areas of improvement

Points d'amélioration pour carriere

Career development : The rate of women with an increased pay after maternity leave (1 year max) is under 30 %

Points d'amélioration pour carriere

Career development : The actual pay gap between women and men on shifts, job families and comparable ages is 4.0 %

Points d'amélioration pour carriere

Career development : The actual pay gap between women and men in Managers staff is 1.0 %

Points d'amélioration pour carriere

Career development : The actual pay gap between women and men in Operatives, industrial workers and administrative staff is 6.0 %

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Objectifs pour Genre

Recommended aims over more or less 3 years

No aim

Disability


Mixity score

Global Demo

Medium score in my sector

Medium score in all companies

Key indicators

Percentage of employees with …

… visible disabilities

 4%


… invisible disabilities

 2%


… disabilities (visible + invisible)

 6%

6%

Indirect employment rate, that is to say including contracts concluded with an adapted structure for disabled persons or with a disabled self employed person

Accessibility rate of the company’s reference websites

Growth rate of the number of employees with disabilities - for the last 3 years

▲ 5%

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

Icone money
100,000 €
i.e. UA* of purchases
● UA*   ● UA*

Number of workshops, conferences, speaking engagements, testimonials on disability over the past 12 months

Icone megaphone_disability
5

*UA = Unavailable

Objectifs pour Handicap

Strengths

Points forts pour gouvernance

Governance : The growth rate of the number of employees with disabilities - for the last 3 years is 5.0 %.

Points forts pour gouvernance

Governance : The rate of employees with invisible disability is 2.0 %.

Points forts pour sensibilisation

Awareness : The number of workshops, conferences, speaking engagements, testimonials on disability over the past 12 months is 5.0 .

Points forts pour sensibilisation

Awareness : The company has at least once in the year been involved in an external event on disability

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Objectifs pour Handicap

Areas of improvement

Points d'amélioration pour gouvernance

Governance : The indirect employment rate, that is to say including contracts concluded with dedicated organization for disabled persons (subcontracts, supply or provision of services) or with a disabled self employed person is 1.0 %.

Points d'amélioration pour carriere

Career development : The company has not implemented any process to adapt the working environment and facilitate the reclassification of an employee with an occupational health problem (ergonomy, study-workplace layout...)at this time.

Points d'amélioration pour gouvernance

Governance : The company has not developed partnerships with its subcontractors to carry out co-contracting with the protected and adapted work sector for disabled persons yet.

Objectifs pour Handicap

Recommended aims over more or less 3 years

No aim

Ethnicity


Mixity score

Global Demo

Medium score in my sector

Medium score in all companies

Key indicators

Number of nationalities in the company

Icone earth
45
Percentage of White people
 40% 
Percentage of Black African Americans
 10% 
Percentage of Asian people
 10% 
Percentage of Hispanic Americans or Latino Americans
 10% 
Percentage of Multiethnics
 10% 
Percentage of Natives from Hawaï or other pacific areas
 10% 
Percentage of Amerindians or natives of Alaska
 5% 
Percentage of prefer not to say
 5% 

Number of nationalities in the Board of Directors.

Icone earth
3
Percentage of White people
 80% 
Percentage of Black African Americans
 20% 
Percentage of Asian people
 UA* 
Percentage of Hispanic Americans or Latino Americans
 UA* 
Percentage of Multiethnics
 UA* 
Percentage of Natives from Hawaï or other pacific areas
 UA* 
Percentage of Amerindians or natives of Alaska
 UA* 
Percentage of prefer not to say
 UA* 

Number of nationalities in the Executive Commitee

Icone earth
2
Percentage of White people
 30% 
Percentage of Black African Americans
 20% 
Percentage of Asian people
 10% 
Percentage of Hispanic Americans or Latino Americans
 10% 
Percentage of Multiethnics
 5% 
Percentage of Natives from Hawaï or other pacific areas
 10% 
Percentage of Amerindians or natives of Alaska
 10% 
Percentage of prefer not to say
 5% 

Number of ethnies in the company

Icone people1
UA*

Number of ethnies in the Board of Directors

Icone people1
UA*

Number of ethnies in the Executive Commitee

Icone people1
UA*

Recruitment rate on trainees and/or internship from ethnical or social diversity / total number of employees

Executives' rate with a public or semi public university degree/total Executives cohort

Number of employees involved in mentoring or volunteers in associations adressing ethnicity or social issues

Icone megaphone_international
50

*UA = Unavailable

Objectifs pour Multi-culturel

Strengths

Points forts pour gouvernance

Governance : The number of nationalities in the Executive Commitee is 2.0 .

Points forts pour gouvernance

Governance : The total number of nationalities in the company is 45.0 .

Points forts pour recrutement

Recruitment : The recruitment rate on trainees and/or internship from ethnical or social diversity is 4.0 %.

Points forts pour gouvernance

Governance : The number of ethnies in the Executive Commitee is UA* .

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Objectifs pour Multi-culturel

Areas of improvement

Points d'amélioration pour gouvernance

Governance : The number of nationalities in the Board of Directors is 3.0 .

Points d'amélioration pour gouvernance

Governance : The total number of ethnies in the company is UA* .

Points d'amélioration pour gouvernance

Governance : The number of ethnies in the Board of Directors is UA* .

Objectifs pour Multi-culturel

Recommended aims over more or less 3 years

No aim

Generations


Mixity score

Global Demo

Medium score in my sector

Medium score in all companies

Key indicators

Generation split within the company

Hiring rate of seniors over 50 compared to all hires over the year

Hiring rate of young people under 25 (employment contracts) compared to all hires over the year (12 months)

Training rates of…

… employees under-30s

 36%


… employees over-55s

 22%


… the total staff

 54%

*UA = Unavailable

Objectifs pour Multi-générationnel

Strengths

Points forts pour carriere

Career development : The rate of employees under 45 years old (less than or equal to 45 years old) in management is 42.0 %.

Points forts pour qualite-de-vie-au-travail

Work life balance : Existence of a job adjustment policy for employees over 55.

Points forts pour qualite-de-vie-au-travail

Work life balance : Existence of a specific work-time arrangement for your employees over 55.

Points forts pour carriere

Career development : Existence of a specific program for the retirement transition within the company.

Points forts pour carriere

Career development : The company has developed a culture of continuous training during all lifetime work.

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Objectifs pour Multi-générationnel

Areas of improvement

Points d'amélioration pour recrutement

Recruitment : The hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months) is 20.0 %.

Points d'amélioration pour recrutement

Recruitment : The hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months) is 12.0 %.

Points d'amélioration pour gouvernance

Governance : There is not any "intergenerational" culture within the company and/or a company agreement yet.

Objectifs pour Multi-générationnel

Recommended aims over more or less 3 years

No aim

LGBT+


Mixity score

Global Demo

Medium score in my sector

Medium score in all companies

Key indicators

Existence of an Employee Ressource Group (ERG) addressing LGBT+ cause and/or a specific LGBT+ network within the company created at the initiative of the company and/or employees

Number of employees who make part of the LGBT+ community and/or network

Icone people_lgbt
50

Number of social media communication on LGBT+ inclusion

Icone megaphone
3
in the past 12 months

Number of actions carried out during the year with LGBT associations

Icone megaphone
4

Number of media communication on LGBT+ inclusion

Icone megaphone
2
in the past 12 months

Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues

Icone board
6
over the past 12 months

*UA = Unavailable

Objectifs pour LGBT+

Strengths

Points forts pour sensibilisation

Awareness : The number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months is 6.0.

Points forts pour sensibilisation

Awareness : The number of actions carried out during the year with LGBT non-profit organizations is 4.0.

Points forts pour sensibilisation

Awareness : The number of media communication in the past 12 months on LGBT+ inclusion is 2.0.

Objectifs pour LGBT+

Areas of improvement

Points d'amélioration pour gouvernance

Governance : There isn't any Employee ressource Group (ERG) or network promoting and gathering LGBT+ and/or allies in the company yet.

Points d'amélioration pour qualite-de-vie-au-travail

Work life balance : At this time, there isn't within the company any supporting resource able to listen or provide specific support to an employeee on subjects of sexual orientation/gender identity and expression if necessary.

Points d'amélioration pour carriere

Career development : At the Social Care level, the definition of family doesn't take into account same-sex couples yet.

Objectifs pour LGBT+

Recommended aims over more or less 3 years

No aim

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