Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Start
Hubvisory

Diversity & Inclusion Score

47/100


Gender

52%

Disability

5%

Ethnicity

44%

Generations

69%

LGBTQIA+

63%

Logo Mixity

Principal diversity and inclusion indicators

Transversal

49%

Gender

52%

Disability

5.33%

Ethnicity

44%

Generations

69%

LGBTQIA+

63%

Transversal


Mixity score

Hubvisory

Medium score in my sector

Medium score in all companies

Strengths

Worklife balance
The organization has implemented a skills sponsorship policy in connection with associations, in particular within the framework of an organizational agreement or a part-time seniors scheme

Areas of improvement

Awareness
Percentage of managers trained on non-discrimination during the last two years is under 10 %
Governance
Percentage of employees questionned about Diversity and Inclusion in the organization during the last two years is under 20 %
Recruitment
The organization does not disseminates yet its job offers to partners specializing in diversity and inclusion
Recruitment
The organization has not implemented yet a recruitment process that limits bias: Standard job offers, selection grids with non-discriminatory criteria, recruitment interviews with communication on the organization's D&I values

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Recommended goals

To implement

Awareness
Encourage managers to receive regular training on the issues of Diversity, Inclusion and non-discrimination
Accurately monitor the number of managers trained on each subject by gender and department
Awareness
Offer a Diversity, Equity and Inclusion awareness-raising course to all employees and ensure follow-up. Do not hesitate to challenge current knowledge and integrate new topics.
Recruitment
Perform a diagnosis on the entire recruitment process (creation and dissemination of job offers, selection of candidates, recruitment interview, reception of new employees
Put in place tools to ensure inclusive recruitment throughout the organization (matrix of job offers, neutral selection grid, recruitment and interview guide, etc.)
Recruitment
Publish offers to specialized partners on the recruitment of people excluded from employment
Participate in events (meeting, job dating ...) to attract and recruit various profiles
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
Worklife balance
State the values and code of conduct in the welcome booklet
Inform employees of all the rights and mechanisms existing in the organization (parenthood, caregiver, disability, D&I referent, etc.)

Gender


Mixity score

Hubvisory

Medium score in my sector

Medium score in all companies

Strengths

Governance
The French Gender Equality Index is over 95/100
Career development
The percentage of women managers is over 40 %
Worklife balance
Le taux de second parent ayant pris leur congé second parent en dehors des jours obligatoires est de 100%

Areas of improvement

Career development
The organization has not implemented yet actions to support women in their career development
Career development
The organization has not implemented yet actions and objectives to recruit more women or men into non-diverse jobs or organizations
Awareness
The organization has not implemented yet a policy to prevent sexist and sexual violence and harassment.
Recruitment
L'organisation ne met pas encore en place un dispositif de vérification qui garantit que 100% des fiches de postes s'adressent aussi bien aux femmes qu'aux hommes.

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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
Recruitment
Put in place a tool (guide, committee...) that ensures the inclusiveness of job offers (visuals, skills, benefits offered, company description).
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
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 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

Hubvisory

Medium score in my sector

Medium score in all companies

Strengths

No strength

Areas of improvement

Recruitment
The percentage of employees with disabilities is under 2 %
Worklife balance
The organization has not implemented yet a process to adapt the working environment and facilitate the reclassification of an employee with an occupational health problem (ergonomy, study-workplace layout...)
Recruitment
In the recruitment phase, there is no proactive approach to find candidates with disabilities
Worklife balance
The organization's sites, platform and online applications does not include an accessibility approach for people with disabilities yet
Worklife balance
Establishments open to the public and to employees are not accessible yet to people with reduced mobility.
Awareness
The organization has made less than 20% of employees (F / M) aware of stereotypes related to disability
Governance
Moins de 0.1% du montant total des achats est effectué auprès du secteur du travail adapté et protégé

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Recommended goals

To implement

Recruitment
Définir une politique de recrutement pro-active en s'assurant que le processus de recrutement est inclusif au regard du handicap (offres d'emplois, diffusion des annonces, partenariats dédiés...).
Accompagner les collaborateurs (f/h/nb) dans leur démarche de déclaration RQTH (reconnaissance de la qualité de travailleur handicapé).
Communiquer sur l'ouverture de l'organisation aux personnes en situation de handicap pour créer une culture d'organisation bienveillante et attractive.
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)
Governance
Analyse recurrent purchases and integrate criteria in favour of disability into the specifications for the selection of suppliers and service providers in order to encourage subcontracting and co-contracting with companies from the adapted and protected sector.
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 ...)
Worklife balance
Train people in charge of IT development in inclusive digital technology;
Carry out a diagnosis on the accessibility of websites (intranet / internet) and put in place actions to integrate disability into development criteria

Ethnicity


Mixity score

Hubvisory

Medium score in my sector

Medium score in all companies

Strengths

Recruitment
Le taux de personnes admises en stage et alternance dans les 12 derniers mois résidant dans un quartier prioritaire de la politique de la ville (QPV) est supérieur à 10%.

Areas of improvement

Recruitment
The organization has not established specific devices yet with the use of partners, associations, foundations ... for recruiting candidates weakened or removed from employment.
Recruitment
The organization does not hires trainees and internship candidates with underrepresented backgrounds yet (minorities)
Career development
Only one nationality in the Executive Committe
Recruitment
L'organisation n'a pas encore de dispositif qui permet d'assurer un recrutement inclusif de l'ensemble des parcours scolaires.

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Recommended goals

To implement

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 ...)
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
Recruitment
Implement an inclusive recruitment system (standard form, grid, committee) from the design to the distribution of offers in order to encourage the diversity of candidates. Value skills rather than diplomas.

To formalize

Awareness
Mettre en place du mentorat auprès de personnes éloignées de l'emploi et inciter les collaborateurs (f/h/nb) à s'engager dans cette démarche.
Travailler avec des organisations qui oeuvrent en faveur de l'égalité des chances.

To strengthen

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.)

Generations


Mixity score

Hubvisory

Medium score in my sector

Medium score in all companies

Strengths

Career development
Existence of a multi-generational tutoring system within the organization (mentoring and/or tutoring work-study contracts)
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 over 30 %

Areas of improvement

No area of improvement

Recommended goals

To implement

Recruitment
Sourcing and recruiting people over 50 through platforms and specialized actors.
Support people in the process of reconversion and offer training tailored to their needs

To strengthen

Recruitment
Identify enriching and formative missions to welcome learning students.
Support apprentices in the training process throughout the assignment (right to make mistakes, additional training, various assignments, etc.)
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

LGBTQIA+


Mixity score

Hubvisory

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

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

To formalize

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

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
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 LGBTQ+ people (geographic mobility for couples, C.S.E benefits for spouses, etc.)
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.
Awareness
Create and participate in external events and/or actions to visibly promote your LGBTQ+ commitment.
Suggest to members of management that they take this issue outside the company to highlight your actions and objectives and to strengthen your employer brand.
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