International
Mixity.co
Others
Year of creation :
1983
Others
Number of employees : 2,000
Global income : 25,000,000 $
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Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
International
Medium score in my sector
Medium score in all companies
Key indicators
Number of employees in the company
2,000
General career development's external investment - for the last 12 months
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 monthsPercentage of employees questioned about Diversity and Inclusion in the company
during the last 24 monthsPercentage of employees considering Diversity and Inclusion well addressed by the company
during the last 24 monthsPercentage 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
Strengths
Awareness : The rate of employees in charge of recruitment trained on non-discrimination during the last 24 months is over 50 %
Work life balance : The rate of employees questioned about Diversity and Inclusion in the company - survey or annual assessment interview - during the last 24 months is over 80 %
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.
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.
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Areas of improvement
Governance : The board members and/or executive commitee members are not openly committed to the promotion of diversity and inclusion in the company yet.
Career development : The company does not have any programme to raise awareness and/or support employees in situations of chronic desease yet.
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.
Recommended goals to reach over more or less 3 years
Awareness : Train managers in non-discrimination and inclusion
Governance : Question employees about diversity and inclusion
Gender
Mixity score
International
Medium score in my sector
Medium score in all companies
Key indicators
Percentage of women managers in the company
Women
60%
Men
30%
Non-binaries
2%
Prefer not to say
UA*
Percentage of ...
Women
Men
Non-binaries
... White people
50%
50%
UA*
... Black or African Americans
35%
50%
2%
... Asian people
40%
55%
1%
... Hispanic or Latinx
60%
40%
UA*
... Multiracial
45%
55%
UA*
... Natives Hawaiian or other Pacific islander
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 women in the Executive Committee
Percentage of White people
50%
Percentage of Black African Americans
30%
Percentage of Asian people
20%
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 women managers in the company
Percentage of White people
50%
Percentage of Black African Americans
25%
Percentage of Asian people
14%
Percentage of women in the top 10 wages
Actual pay gap between women and men (job families and comparable ages)
4%
in favour of men
Women
Men
Percentage of women, men, non-binary...
Women
Men
Non-binaries
… 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 days - in your company
112
113
Legislation
2021
Minimum number of paid leave for other new parent (fathers and co-parents) in days - in your company
20
30
Legislation
2021
*UA = Unavailable
Strengths
Governance : The rate of women on the Board of Directors is 45 %
Governance : The rate of women senior managers in the company is 55 %
Career development : The percentage of women in the top 10 wages is 40 %
Career development : The rate of women in Sales/Sales/Customer Service Functions is 45 %
Career development : The rate of women in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents) is 35 %
Career development : The rate of women in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance) is 70 %
Work life balance : The minimum number of paid leave for mothers - in days - in the company is 113 .
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 %.
Governance : The rate of women managers in the company is 50 %
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Areas of improvement
Career development : The actual pay gap between women and men on shifts, job families and comparable ages is 4.0 %
Career development : The actual pay gap between women and men in Operatives, industrial workers and administrative staff is 6.0 %
Career development : The actual pay gap between women and men in Managers staff is 1.0 %
Career development : The rate of women with an increased pay after maternity leave (1 year max) is under 30 %
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Recommended goals to reach over more or less 3 years
No aim
Disability
Mixity score
International
Medium score in my sector
Medium score in all companies
Key indicators
Percentage of employees with ...
… visible disabilities
2%
… invisible disabilities
2%
… disabilities (visible + invisible)
4%
4%
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 disabilies in the company for 3 years
▲ 5%
Annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people
100,000 €
i.e. UA* of purchases
● 100,000%
● 159,288%
Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months
5
*UA = Unavailable
Strengths
Governance : The growth rate of the number of employees with disabilities - for the last 3 years is 5.0 %.
Awareness : The number of workshops, conferences, speaking engagements, testimonials on disability over the past 12 months is 5.0 .
Awareness : The company has at least once in the year been involved in an external event on disability
Governance : The rate of employees with invisible disability is 2.0 %.
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Areas of improvement
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 %.
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.
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.
Recommended goals to reach over more or less 3 years
No aim
Ethnicity
Mixity score
International
Medium score in my sector
Medium score in all companies
Key indicators
Number of nationalities in the company
45
Percentage of White people
40%
Percentage of Black African Americans
10%
Percentage of Asian people
10%
Number of nationalities in the Board of Directors.
3
Percentage of White people
80%
Percentage of Black African Americans
20%
Percentage of Asian people
UA*
Number of nationalities in the Executive Committee
2
Percentage of White people
30%
Percentage of Black African Americans
20%
Percentage of Asian people
10%
Recruitment rate on trainees and/or internship from ethnical or social diversity
Executives' rate with a public or semi-public university degree
Number of employees involved in mentoring or volunteers in associations adressing ethnicity or social issues
50
*UA = Unavailable
Strengths
Governance : The total number of nationalities in the company is 45 .
Governance : The number of nationalities in the Executive Commitee is 2.0 .
Recruitment : The recruitment rate on trainees and/or internship from ethnical or social diversity is 4.0 %.
Areas of improvement
Governance : The number of nationalities in the Board of Directors is 3.0 .
Recruitment : The company hasn't established any partnerships with non-profit organizations and/or organizations working to integrate refugees into employment yet.
Recruitment : The job offers are not published on any specialised websites and/or shared with specialised non-profit organizations, schools (minorities) in the recruitment of candidates with underrepresented backgrounds yet.
Recommended goals to reach over more or less 3 years
No aim
Generations
Mixity score
International
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)
Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)
Training rate ...
... under 25 years
36%
... over 55 years
22%
… of all staff
54%
*UA = Unavailable
Strengths
Career development : The rate of employees under 45 years old (less than or equal to 45 years old) in management is 42 %.
Career development : Existence of a specific program for the retirement transition within the company.
Career development : The company has developed a culture of continuous training during all lifetime work.
Work life balance : Existence of a job adjustment policy for employees over 55.
Work life balance : Existence of a specific work-time arrangement for your employees over 55.
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Areas of improvement
Governance : There is not any "intergenerational" culture within the company and/or a company agreement yet.
Recruitment : The hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months) is 12 %.
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 %.
Recommended goals to reach over more or less 3 years
No aim
LGBT+
Mixity score
International
Medium score in my sector
Medium score in all companies
Key indicators
Existence of an Employee ressource Group (ERG) or network promoting and gathering LGBT+ and/or allies in the company.
Number of employees who make part of the LGBT+ community and/or network
50
Number of social media communication on LGBT+ inclusion
3
during the last 12 months
Number of actions carried out with LGBT associations
4
during the last 12 months
Number of media communication on LGBT+ inclusion
2
during the last 12 months
Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues
6
during the last 12 months
*UA = Unavailable
Strengths
Awareness : The number of media communication in the past 12 months on LGBT+ inclusion is 2.0.
Awareness : The number of actions carried out during the year with LGBT non-profit organizations is 4.0.
Awareness : The number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months is 6.0.
Areas of improvement
Governance : There isn't any Employee ressource Group (ERG) or network promoting and gathering LGBT+ and/or allies in the company yet.
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.
Career development : At the Social Care level, the definition of family doesn't take into account same-sex couples yet.
Recommended goals to reach over more or less 3 years
No aim