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Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
ekWateur
Medium score in my sector
Medium score in all companies
Key indicators
Number of employees in the company
50
Percentage of managers trained and/or made aware on non-discrimination during the last 24 months
*UA = Unavailable
Strengths
Governance : The CEOs and founders are visibly committed to the promotion of diversity and inclusion in the company, for example by supporting programs in favor of equality between women and men, diversity, LGBT + ...
Governance : The management of the company is committed to building an inclusive communication: communication on working conditions encouraging work / personal life balance - advantages of parenting, teleworking, autonomy, respect for differences.
Areas of improvement
Governance : The company has not yet implemented a non-discrimination policy, including a training program or course aimed at all of its management staff.
Recruitment : During recruitment interviews, the company does not communicates yet clearly on the values of diversity and inclusion.
Recommended aims over more or less 3 years
Awareness : Mettre en place un dispositif de formation et de sensibilisation du personnel encadrant mais également de l'ensemble des collaborateurs.trices aux stéréotypes et à la lutte contre les discriminations.
Recruitment : Mettre en place un dispositif formalisé du recrutement qui assure la communication des valeurs de diversité et d'inclusion mais également la mention explicite des règles de promotion et d'augmentation.
Gender
Mixity score
ekWateur
Medium score in my sector
Medium score in all companies
Key indicators
Percentage of women on the Board of Directors
Percentage of women managers in the company
French Gender Equality Index
UA*
Rating at the French Gender Equality Index
Actual pay gap between women and men on shifts, job families and comparable ages (in percentage)
0%
Women
Men
Number of paid leave for other new parent (fathers and co-parents) in days - in your company
11
UA*
30
Nat. Average
2020
*UA = Unavailable
Strengths
Diversity in professions : The company has implemented communication and recruitment actions to promote gender diversity in positions where women - or even men - are under-represented.
Work-life balance : The company promotes work / personal life balance. It takes into account the situations of employees with children, by adapting the organization of their work. Examples: flexible working hours, teleworking if compatible with their position, management of sick children, help with childcare, taking school holidays into account.
Work-life balance : L'entreprise propose un congé du second parent supérieur à la réglementation qui prévoit 11 jours à la naissance d'un enfant.
Communication : The company supports an association or a foundation promoting equality or diversity in organizations.
Remuneration and benefits : L'écart de salaire et d'augmentation à âge et poste comparable entre les femmes et les hommes est de 0%
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Areas of improvement
Governance : The proportion of women in management bodies (management committee, operating committee, board of directors) is 25%
Awareness : No awareness-raising or training mechanisms yet for management and those in charge of recruitment to prevent gender stereotypes.
Communication : No specific external communication yet on gender equality.
Governance : L'index d'égalité professionnelle entre les femmes et les hommes n'est pas publié.
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Recommended aims over more or less 3 years
Communication : Mettre en place un dispositif de communication interne et/ou externe sur l’égalité professionnelle (supports de communication web et print) ?
Governance : Augmenter le nombre de femmes au sein des instances de direction.
Governance : Publier l'index d'égalité professionnelle entre les femmes et les hommes.
Awareness : Mettre en place un dispositif de formation et/ou sensibilisation auprès de l'encadrement, des personnes en charge du recrutement mais également de l'ensemble des collaborateurs.trices pour prévenir le sexisme et/ou les stéréotypes de genre.
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Disability
Mixity score
ekWateur
Medium score in my sector
Medium score in all companies
Key indicators
Percentage of employees with disabilities in the company
Growth rate of the number of employees with disabilies in the company for 3 years
▲ 100%
Accessibility rate of the company’s reference website : Report based on https://ekwateur.fr/
Accessibility rate of company sites (all establishments in France and head office in France of which you are the owner) as a percentage.
Number of employees who have benefited from a program or training in diversity and inclusion and / or the fight against discrimination (explicitly mentioning the disability component)
0*UA = Unavailable
Strengths
Governance : Existence of a disability referent within the organization.
Partnerships : The company has set up partnerships with external associations specializing in disability.
Communication : Les sites, plateforme et applications online de l'entreprise intègrent une démarche d'accessibilité aux publics porteurs de handicap
Communication : Existence of an external communication on the company's commitment to the topic of disability.
Purchases : The people in charge of purchases in the company are aimed at service providers or self-employed persons in the adapted / protected sector.
Working conditions : Existing system to adapt the work environment and facilitate the reclassification of an employee with an occupational health problem.
Working conditions : Le taux d'accessibilité des sites de l'entreprise (tous établissements France et siège France) est supérieur à 80%.
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Areas of improvement
Recruitment : Job offers are not posted yet on specialized sites and / or with partners specialized in recruiting people with disabilities.
Awareness : Employees have not been made aware yet of stereotypes about disability.
Recommended aims over more or less 3 years
Recruitment : Mettre en place un dispositif de diffusion des offres d'emploi sur des sites spécialisés et/ou auprès de partenaires spécialisés sur le recrutement de personnes en situation de handicap.
Awareness : Mettre en place des ateliers et/ou formation de sensibilisation auprès de l'encadrement, des personnes en charge du recrutement et de l'ensemble des collaborateurs.trices aux stéréotypes sur le handicap.
Ethnicity
Mixity score
ekWateur
Medium score in my sector
Medium score in all companies
Key indicators
Number of nationalities in the company
7
Number of nationalities in the company leadership
2
Recruitment rate on trainees and/or internship from the priority areas of city policy
Estimated employment rate of person from social and/or ethnical minorities.
*UA = Unavailable
Strengths
Governance : The company has developed actions to recruit interns and / or work-study students from areas of city policy.
Partnerships : Existence of partnerships with external associations specializing in diversity.
Communication : Existence of regular external communication on the company's commitment to the subject of diversity.
Areas of improvement
Recruitment : Job offers does not include a mention of openness to profiles of people from diverse backgrounds.
Recruitment : Job offers are not posted yet on specialized sites and / or with partners specialized in recruiting people from diverse backgrounds.
Work-life balance : There is no management yet of religious practices in the professional environment (internal regulations, internal management guide, etc.).
Recommended aims over more or less 3 years
Purchases : Formaliser le dispositif de promotion de la diversité de culture ou d'origine dans les relations extérieures (fournisseurs, prestataires, sous-traitants, etc.)
Work-life balance : Définir le management des pratiques religieuses dans l’environnement professionnel (règlement intérieur, guide interne du management...)
Recruitment : Augmenter le taux de personnes en stages/alternances issu.e.s des quartiers de la politique de la ville.
Recruitment : Mettre en place une démarche de recrutement inclusif en intégrant la diversité dans la conception, la rédaction et la publication des offres sur des sites spécialisées dans le recrutement de personnes issues de la diversité de culture et/ou d'origine.
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Generations
Mixity score
ekWateur
Medium score in my sector
Medium score in all companies
Key indicators
Split by generations in the company
Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)
Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)
*UA = Unavailable
Strengths
Recruitment : The company has implemented a policy of hiring apprentices.
Recruitment : The rate for contracts of less than 25 years (including work-study contracts - apprenticeship contracts and professional contracts) is higher than 20%
Areas of improvement
Governance : There is not yet any monitoring of the age pyramid within the company.
Governance : Le taux d'effectif des salariés de plus de 45 ans est inférieur à 10%
Governance : The company has not yet put in place a skills sponsorship policy in connection with associations, in particular within the framework of a company agreement or a part-time seniors scheme.
Recruitment : Le taux des contrats de travail des seniors de plus de 45 ans comparé à l'ensemble des embauches est inférieur à 10%.
Recruitment : L'entreprise n'a pas encore sollicité une aide de l’Etat pour “L’aide à l’embauche d’un demandeur d’emploi de 45 ans et plus en contrat de professionnalisation".
Training : There is no young - senior tutoring system yet within the company.
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Recommended aims over more or less 3 years
Training : Favoriser la culture de formation tout au long de la carrière des collaborateurs.trices en formalisant leur suivi.
Training : Favoriser le transfert de compétence grâce à la mise en place un dispositif de tutorat jeunes - séniors au sein de l'entreprise.
Governance : Mettre en place un suivi générationnel des effectifs grâce à une pyramide des âges.
Governance : Mettre en place une politique de mécénat de compétences en lien avec des associations (accord d'entreprise, dispositif temps partiel seniors...)
Recruitment : Augmenter le taux de contrat des séniors de plus de 45 ans notamment grâce “L’aide à l’embauche d’un demandeur d’emploi de 45 ans et plus en contrat de professionnalisation" proposée par l'état.
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LGBT+
Mixity score
ekWateur
Medium score in my sector
Medium score in all companies
Key indicators
Number of media communication in the past 12 months on LGBT+ inclusion
0
Number of employees who have benefited from a program or training in diversity and inclusion and / or the fight against discrimination (explicitly mentioning the LGBT + component)
0
*UA = Unavailable
Strengths
Governance : Generally speaking, the HR policy is identical for all employees, LGBT + included.
Governance : 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 les sujets d'orientation sexuelle/identité et expression du genre si nécessaire
Work life balance : Congé paternité étendu à tous les genres.
Areas of improvement
Communication : There is no internal document yet to raise awareness of the fight against homophobic comments and / or attitudes.
Awareness : No training for managers yet to prevent stereotypes related to sexual orientation / gender identity and expression.
Awareness : The company has not set up yet a sponsorship or support process for organizations representing LGBT + people.
Recommended aims over more or less 3 years
Communication : Mettre en place un dispositif de communication interne pour sensibiliser à la lutte contre les propos ou les attitudes homophobes (mention dans le cadre de supports d'information sur la non-discrimination par exemple).
Communication : S'engager publiquement (réunions, conférences, rencontres...) par l'intermédiaire de l'entreprise ou des collaborateurs.trices sur le sujet LGBT+.
Governance : Formaliser le dispositif de sanction envers les propos ou attitudes homophobes.
Awareness : Mettre en place une démarche de mécénat ou de soutien auprès d’organisations représentatives de la communauté LGBT+.
Awareness : Mettre en place un dispositif de sensibilisation et/ou formation des managers mais également de l'ensemble des collaborateurs.trices à la non-discrimination intégrant explicitement les stéréotypes liés à l'orientation sexuelle / identité et expression du genre.
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