Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Diag
Mixity 360

Diversity & Inclusion Score

72/100


Logo Mixity

Principal diversity and inclusion indicators

Transversal

66%

Gender

71%

Disability

70%

Ethnicity

68%

Generations

77%

LGBTQIA+

76%

Transversal


Mixity score

Mixity 360

Medium score in my sector

Medium score in all companies

Key indicators

Number of employees in the organisation

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 organisation

during the last 24 months

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

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

Strengths

Awareness
The rate of employees in charge of recruitment trained on non-discrimination during the last 24 months is over 50 %
Worklife 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 %
Worklife balance
The company hasn't faced any legal judgement or an official ruling regarding discrimination against any employees in the past 24 months.
Worklife 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

Awareness
Train managers in non-discrimination and inclusion
Governance
Question employees about diversity and inclusion

Gender


Mixity score

Mixity 360

Medium score in my sector

Medium score in all companies

Key indicators

Percentage of women managers in the organisation

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 organisation


112
113
 Legislation
 2021

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


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 %
Worklife balance
The minimum number of paid leave for mothers - in days - in the company is 113 .
Worklife 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

No aim

Disability


Mixity score

Mixity 360

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 organisation for 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
● 0.17%   ● UA*

Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months

Icone megaphone_disability
 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

No aim

Ethnicity


Mixity score

Mixity 360

Medium score in my sector

Medium score in all companies

Key indicators

Number of nationalities in the organisation

Icone earth
 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.

Icone earth
 3
Percentage of White people
 80% 
Percentage of Black African Americans
 20% 
Percentage of Asian people
 UA* 

Number of nationalities in the Executive Committee

Icone earth
 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

Icone megaphone_international
 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

No aim

Generations


Mixity score

Mixity 360

Medium score in my sector

Medium score in all companies

Key indicators

Split by generations in the organisation

Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)

during the last 12 months

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

during the last 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.
Worklife balance
Existence of a job adjustment policy for employees over 55.
Worklife 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

No aim

LGBTQIA+


Mixity score

Mixity 360

Medium score in my sector

Medium score in all companies

Key indicators

Existence of an Employee ressource Group (ERG) or network promoting and gathering LGBTQIA+ and/or allies in the organisation.

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

Icone people_lgbt
 50 

Number of social media communication on LGBTQIA+ inclusion

Icone megaphone
 3
during the last 12 months

Number of actions carried out with LGBT associations

Icone megaphone
 4
during the last 12 months

Number of media communication on LGBTQIA+ inclusion

Icone megaphone
 2
during the last 12 months

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

Icone board
 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.
Worklife 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

No aim
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