HARMONIE MUTUELLE
www.harmonie-mutuelle.fr
Banking, Insurance, Financial services
Banking, Insurance, Financial services
Description of the activity :
Harmonie Mutuelle 1re mutuelle santé de France protège près de 4,8 millions de personnes au travers d'offres assurantielles en santé, prévoyance, épargne-retraite. Membre fondateur du Groupe VYV elle propose et invente des solutions de solidarité qui donnent à chacun les moyens d’être acteur de sa santé et de la société. Une société qu’Harmonie Mutuelle veut plus inclusive, plus équitable et plus solidaire. . Harmonie Mutuelle s’engage aux côtés des entreprises et des entrepreneurs qui veulent agir dans l’intérêt collectif et les accompagne dans la protection et le développement de leur capital humain.
Number of employees : 4,700
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Le référentiel Mixity Enterprise est mis à jour chaque année afin d'être toujours aligné avec les évolutions de la diversité et de l'inclusion dans les organisations.
Ainsi, une baisse de score ne signifie pas obligatoirement une regression de la politique Diversité et Inclusion mais plutot une hausse de l'exigence plus importante que les nouvelles actions mises en place par l'entreprise.
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
HARMONIE MUTUELLE
Medium score in my sector
Medium score in all companies
Key indicators
Number of employees questionned about Diversity and Inclusion in the company
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
= 0 pts
Percentage of new arrivals in the company made aware to inclusion and non-discrimination
within 3 months of recruitment
Percentage of parents and caregivers identified in the company
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
58%
0%
42%
The company 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
*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
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
Governance : L'entreprise implique ses partenaires sociaux dans la définition et le suivi de sa politique de diversité et inclusion
Areas of improvement
Awareness : Managers and recruiters have not been trained in inclusion in the last two years.
Governance : The company does not yet have a mechanism that ensures non-discrimination and the inclusive representation of society in its advertising and commercial efforts.
Governance : L'entreprise n'a pas encore engagé une démarche de promotion de la diversité dans ses relations extérieures (fournisseurs, prestataires, sous-traitants, etc.)
Recommended goals to reach over more or less 3 years
Work life balance : Interviewing employees on the company's Diversity and Inclusion policy (feeling of inclusion, satisfaction with actions, knowledge of systems, inappropriate behaviours, ideas and good practices...)
Set up dedicated spaces and times to enable employees to discuss diversity and inclusion issues.
Governance : Assess the practices of suppliers and service providers in terms of commitment to diversity and inclusion (main actions, KPI's, charter...)
Integrate D&I criteria into calls for tender and specifications to favour suppliers and service providers who are most committed to these issues.
Awareness : Training managers and recruiters in non-discrimination, recruitment and inclusive management.
Offer awareness-raising time or courses for all employees, particularly for new arrivals.
Governance : Put in place a mechanism (guide, committee...) that ensures that all communication and advertising is non-stereotypical and promotes diversity and inclusion
Recruitment : Formalise neutral tools to promote bias-free recruitment (guide, analysis grid, inclusive offer, etc.)
Implement new methods for selecting candidates with tests on technical and behavioural skills.
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Gender
Mixity score
HARMONIE MUTUELLE
Medium score in my sector
Medium score in all companies
Key indicators
Split by generations in the company
Women
76%
Men
24%
Non-binary
0%
Percentage of women on the Board of Directors
= 0 pts
Percentage of women senior managers in the company
Percentage of women on the Executive Committee
= 0 pts
Percentage of women managers in the company
▲ 19 pts
French Gender Equality Index
98
/ 100
vs 2020 : ▲ 6 pts
Rating at the French Gender Equality Index
Actual pay gap between women and men (job families and comparable ages)
1.78%
in favour of men
vs 2020 : = 0 pts
Women
Men
Actual pay gap between women and men managers (job families and comparable ages)
1.51%
in favour of men
Women
Men
Actual pay gap between women and men who are not managers (job families and comparable ages)
0.27%
in favour of men
Women
Men
Percentage of women in the top 10 wages
▲ 10 pts
Gap between the portion of women and men with a salary increase...
Femmes
Hommes
... increased in salary
1.10%
in favour of men
... promoted
2.20%
in favour of men
Gap between training hours attended by men and women
8.99%
in favour of women
vs 2020 : ▼ -11 pts
Women
Men
Split by gender...
Women
Men
Non-binary
… in Sales/Sales/Customer Service Functions
78%
22%
UA*
... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)
27%
73%
UA*
... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)
90%
10%
UA*
Number of paid leave for other new parent (fathers and co-parents) in days - in your company
11
21
25
Nat. Average.
2020
2021
vs 2020 : ▲ 19%
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.
Career development : Existence d'un programme de mentoring pour aider les femmes dans leur évolution de carrière.
Work life balance : Participation de l'entreprise et/ou du CSE aux modes d'accueil de la petite enfance.
Awareness : L'entreprise a déployé une communication interne et/ou externe sur l’égalité professionnelle femmes-hommes.
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Areas of improvement
Awareness : No monitoring of the number of people made aware of gender stereotypes and sexual and gender-based violence.
Diversity in professions : Less than 25% of men in the company.
Recommended goals to reach over more or less 3 years
Remuneration and benefits : Continue to monitor pay gaps, increases, promotions and training to reduce them.
Monitor these gaps over time to identify possible biases within the pay rise and promotion systems.
Career development : Pursue actions in favour of career guidance for women so that their presence in positions of responsibility is proportional to their presence in the company.
Allow women to talk about their career paths, their difficulties and what helped them.
Diversity in professions : Ensure that the whole recruitment process is equally aimed at women and men.
Establish partnerships with organisations specialising in gender equality to promote parity in the various departments.
Regularly monitor the gender balance of applications received, interviewed and selected in the various professions.
Awareness : Continue to raise awareness of gender stereotypes and sexist behaviour in companies.
Monitor the number of actions and participants in conferences and workshops to highlight the company's commitment to gender equality.
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Disability
Mixity score
HARMONIE MUTUELLE
Medium score in my sector
Medium score in all companies
Key indicators
Percentage of employees with invisible and visible disabilities in the company.
= 0 pts
Recruitment rate on employees with disabilities during the last 12 months
Split by generations in the company
Women
Men
Non-binary
86%
14%
UA*
Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people
1,233,114
i.e. UA* of purchases
● 0.27%
● 0.26%
Accessibility rate ...
Accessibility rate of company sites (all establishments in France and head office in France of which you are the owner) as a percentage.
... in the company reference website
95%
97%
95%
73%
89%
88%
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
*UA = Unavailable
Strengths
Governance : Partenariats avec ses sous-traitants pour réaliser de la co-traitance avec le secteur du travail protégé et adapté (STPA ).
Work life 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.
Recruitment : En phase de recrutement, existence d'une démarche pro-active pour trouver des candidats (f/h/nb) en situation de handicap.
Recruitment : L'entreprise a participé dans les 12 derniers mois à un salon de recrutement ou à un forum emploi dédié aux personnes en situation de handicap.
Awareness : Existence d'une communication interne et/ou externe sur l'engagement de l'entreprise sur le sujet du handicap.
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Areas of improvement
Working conditions : The accessibility rate of the website is 73%.
Recommended goals to reach over more or less 3 years
Recruitment : Continue to promote the recruitment of people with disabilities through partnerships with specialised organisations.
Gather information on the need for RQTH and support employees who could benefit from it.
Ensure that all recruiters, managers and HR staff are aware of the issues related to visible and invisible disabilities and chronic diseases.
Working conditions : Strengthen the monitoring of incapacity notices by age, gender and services and enhance the support system for people with disabilities and chronic illnesses.
Highlight the ambassadors to ensure that they are identified and available to support employees on these issues.
Awareness : Continue to raise awareness of stereotypes linked to visible and invisible disabilities, but also to chronic diseases, with workshops and discussion forums.
To set up a follow-up of the awareness-raising actions on the different subjects and on the people who participated.
Work life balance : Work on the accessibility of websites by making development teams aware of the RGAA nomenclature.
Integrate digital accessibility into all new projects related to internal and external websites.
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Ethnicity
Mixity score
HARMONIE MUTUELLE
Medium score in my sector
Medium score in all companies
Key indicators
Number of nationalities in the company
31
Number of nationalities in the Executive Commitee
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 : L'entreprise accueille des stagiaires de 3ème issus du Réseau d'Education Prioritaire (REP).
Work life 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
Work life balance : Pas encore de management des pratiques religieuses défini pour l’environnement professionnel (règlement intérieur, guide interne du management...).
Governance : Le pourcentage de managers avec une nationalité autre que Française est inférieur à 2%
Recommended goals to reach over more or less 3 years
Recruitment : Implementing a diagnosis of the social and cultural origins of employees (f/h/nb) such as testing, onomastic study and the background of recruited persons and applications received.
Recruitment : Continue to work with specialised organisations that promote the inclusion of people who are far from employment.
Track the number of beneficiaries of its partnerships to showcase your commitment to inclusion.
Recruitment : Ensure that job offers are inclusive and that they are disseminated to different audiences (local missions, universities, associations, etc.)
Work life balance : Formalise the company's position on religious practices and their management.
Train the ambassadors on the subject to enable them to be resource persons for employees and managers on these subjects.
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Generations
Mixity score
HARMONIE MUTUELLE
Medium score in my sector
Medium score in all companies
Key indicators
Split by generations in the company
Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)
▲ 5 pts
Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)
▲ 11 pts
Hiring rate for under 30s from internships and work-study programs
▲ 20 pts
Number of interns and work-study students recruited in the last 12 months
175
Training rate
... over 55 years
78%
... under 25 years
94%
… of all staff
95%
Middle age ...
*UA = Unavailable
Strengths
Career development : Existence d'un dispositif spécifique à la transition retraite au sein de l'entreprise.
Career development : L’entreprise a développé une culture de formation tout au long de la vie.
Work life 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
Governance : Pas encore d'étude interne réalisée pour définir quels sont les collaborateurs qui détiennent les compétences clés de l'entreprise.
Recommended goals to reach over more or less 3 years
Training : Define the company's core competencies and the people who hold them.
Identify the target people for these skills and set up transmission actions (mentoring, exchange time, training, etc.)
Career development : Pursue actions to keep older workers in employment (adjustments, changes in jobs, support, etc.)
Collect training needs to ensure that older employees have the same training opportunities as all employees.
LGBT+
Mixity score
HARMONIE MUTUELLE
Medium score in my sector
Medium score in all companies
Key indicators
There is not LGBT network gathering LGBT+ employees or allies
Number of actions carried out during the year with LGBT associations
0
Number of media communication in the past 12 months on LGBT+ inclusion
0
Number of social media communication in the past 12 months on LGBT+ inclusion
0
Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months
0
Percentage of employees made aware about LGBT topics
*UA = Unavailable
Strengths
Governance : The company's rights and benefits are the same for all employees (f/h/nb) regardless of sexual orientation and gender identity.
Areas of improvement
Governance : Il n'existe pas encore de groupe d'employés (f/h/nb) ressources, un collectif et/ou un réseau LGBT+ créé à l'initiative de l'entreprise et/ou des employés (f/h/nb).
Awareness : Au cours de l'année, l'entreprise n'a pas communiqué sur les réseaux sociaux sur les sujets LGBT+.
Awareness : Pas encore de programme ou dispositif visant à mettre en avant des rôles modèles LGBT+.
Awareness : Le taux de salariés (f/h/nb) sensibilisés au sujet LGBT+ dans l'entreprise est inférieur à 20%.
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Recommended goals to reach over more or less 3 years
Governance : Create an employee resource group on LGBT+ issues to enable employees to discuss these issues and to organise actions and events on LGBT+ issues.
Awareness : Organise conferences, screenings, workshops to raise awareness of LGBT+ inclusion and monitor the number of people who attended these events.
Enable LGBT+ employees to talk about their experiences in the company.
Work life balance : Ensure that the system of sanctions for inappropriate language towards LGBT+ persons is known and that LGBTophobic behaviour is identified.
Highlight the existence of focal points on these issues to enable them to be supportive within the company.
Communication : Communicate more about actions to promote the inclusion of LGBT+ persons.
Participate in external events on these topics and integrate this focus into management speaking engagements.
Raise LGBT+ issues to the same level as others.
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