Principal diversity and inclusion indicators

Transversal

66%

Gender

57%

Disability

58%

Ethnicity

72%

Generations

64%

LGBT+

58%

Transversal


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Rate of respondents (F / M) considering they belong to a minority in the company

Women

  20%


Men

  20%


Non-binary

  20%


Average in my sector

  60%


Overall Average

  60%

Cited characteristics

Mon parcours scolaire ou professionnel atypique
 67% 
Mon origine sociale
 67% 
Mon âge
 33% 
Mon appartenance religieuse
 33% 
Mon origine ethnique ou ma couleur de peau
 33% 
Mon handicap ou mon état de santé
 33% 
Mon lieu de résidence
 33% 
Mon apparence
 0% 
Mon orientation sexuelle et/ou identité de genre
 0% 
Autre
 0% 

Number of respondents

Icone people
 5 

Subjects on which the company should act as a priority to enable more equal opportunities and inclusion

L'égalité femmes/hommes
 100% 
La couleur de peau
 80% 
L'état de santé (les maladies, hors handicap)
 80% 
L'âge
 60% 
L'origine sociale
 60% 

Rate of respondents (F / M) believing that the company is committed to the subject of diversity and inclusion

Perception of the company's commitment according to the axes

Equilibre entre les générations (âges)
 80% 
Diversité Multi–culturelle (par exemple les sensibilités religieuses, politiques, l'éducation,le lieu de résidence, les origines ethniques et/ou sociales)
 60% 
Egalité professionnelle entre les femmes et les hommes
 40% 
Handicap
 20% 
Orientation de sexe et/ou identité de genre
 20% 

Satisfaction rate on actions carried out by the company in favor of diversity and inclusion

Rate of respondents (F / M) who have ever felt left out because of a element of appearance and / or personality

20%

Knowledge of a dedicated contact person (F / M) to whom to contact for any question on the subject of discrimination, harassment and / orgender-based and sexual violence at work

Frequency of subjects subject to jokes or discriminatory comments (even without bad intention)

Les problèmes de santé
 60% 
L'apparence physique
 40% 
L'orientation sexuelle et/ou identité de genre
 40% 
Les convictions religieuses
 40% 
Le lieu de domiciliation
 40% 
L'âge
 20% 
Les stéréotypes de genre (femme/homme)
 20% 
La couleur de peau
 20% 
L'origine sociale
 0% 
Autre
 0% 

In a context of remote working, managers encourage cohesion teamwork and a sense of belonging

Situations that seem to be possible within the company

Avoir la possibilité de changer de poste et de fonction selon mes aspirations

  40%


Etre promu.e à un poste à responsabilité

  60%


Etre promu.e dans une des instances de gouvernance (Comité de direction, Comité exécutif, Conseil d'administration...)

  40%

*UA = Unavailable

Objectifs pour Transversal

Strengths

Points forts pour qualite-de-vie-au-travail

Work life balance : A contact person dedicated to issues of discrimination, harassment and / or gender-based and sexual violence at work is clearly identified within the organization

Objectifs pour Transversal

Areas of improvement

Points d'amélioration pour gouvernance

Governance : The majority of employees believe that the company is not committed enough to the subject of diversity and inclusion.

Points d'amélioration pour qualite-de-vie-au-travail

Work life balance : Jokes and discriminatory comments are common in the work environment.

Objectifs pour Transversal

Recommended aims over more or less 3 years

Gender


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Rate of respondents (F / M) sensitized and / or trained in the fight against gender-based and sexual violence in the company over the last 24 months

Level of knowledge of internal or external communication media (print / web) or internal / external actions carried out by the company onprofessional equality between women and men

Perceived influence of gender on recruitments

Oui en faveur des femmes

  20%


Oui en faveur des hommes

  40%


Non

  40%


Je ne sais pas

  0%

Perceived influence of gender on promotions

Oui en faveur des femmes

  20%


Oui en faveur des hommes

  40%


Non

  40%


Je ne sais pas

  0%

The company supports the career development of women through specific mechanisms, mentoring, training, mixed network ...

The company offers a life time balance (professional / personal life) favorable to career development for women as well as for men

Perceived level of risk of being a victim of sexism in the company

*UA = Unavailable

Objectifs pour Genre

Strengths

Points forts pour qualite-de-vie-au-travail

Work life balance : The majority of employees believe that the organization offers a work-life balance (professional / personal life) favorable to career development for women as well as for men

Objectifs pour Genre

Areas of improvement

Points d'amélioration pour carriere

Career development : The organization do not supports yet the career development of women through specific mechanisms: mentoring, training, diversity network ...

Points d'amélioration pour qualite-de-vie-au-travail

Work life balance : The risk of becoming a victim of sexism in your organization is high

Objectifs pour Genre

Recommended aims over more or less 3 years

Disability


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Perception rate of disability as a barrier to hiring

Rate of respondents (F / M) believing ...

... they have been made aware of visible and / or invisible disability, during the last 24 months

 80% 
 80% 
 80% 

... that it is easy to talk about your disability in the company

 40% 
 40% 
 40% 

Level of knowledge of communication supports and / or actions of support carried out by the company on disability

Rate of respondents (F / M) believing that the business environment can adapt to any type of handicap

80%

Rate of respondents (F / M) believing that people with chronic illness are supported by the company

100%

*UA = Unavailable

Objectifs pour Handicap

Strengths

Objectifs pour Handicap

Areas of improvement

Points d'amélioration pour sensibilisation

Awareness : The majority of employees are not aware enough of your organization's communication and / or support mechanisms for people with disabilities.

Points d'amélioration pour gouvernance

Governance : Employees feel that it is difficult to talk about their disability in your organization.

Points d'amélioration pour recrutement

Recruitment : 20% des collaborateurs (F/H) estiment que le handicap peut constituer un frein à l'embauche dans votre organisation.

Objectifs pour Handicap

Recommended aims over more or less 3 years

Ethnicity


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Rate of respondents (F / M) believing that the management of the company is engaged on the subject of social and ethnic diversity

Rate of respondents (F / M) having the feeling that the work environment is inclusive whatever the culture or origin of the employees (F / M)

60%

Rate of respondents (F / M) having knowledge of a communication device and / or company support for associations that promotethe equality of chances

Rate of respondents (F / M) believing that ...

... the multi-cultural difference can be a barrier to hiring in the company

 40% 
 40% 
 40% 

... the company offers the same career prospects regardless of culture or origin of employees (F / M)

 60% 
 60% 
 60% 

*UA = Unavailable

Objectifs pour Multi-culturel

Strengths

Objectifs pour Multi-culturel

Areas of improvement

Points d'amélioration pour qualite-de-vie-au-travail

Work life balance : Employees have the feeling that the work environment is not inclusive regarding of the culture or origin of the employees in your organization.

Points d'amélioration pour qualite-de-vie-au-travail

Work life balance : 40% des collaborateurs (F/H) ont le sentiment que l'environnement de travail n'est pas inclusif à certaines cultures ou origines des salariés (F/H) de votre organisation.

Objectifs pour Multi-culturel

Recommended aims over more or less 3 years

Generations


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Rate of respondents (F / M) believing that the company acts to promote recruitment...

... of young people under 25

 80% 
 80% 
 80% 

... of seniors over 50

 60% 
 60% 
 60% 

... of people over 55

 40% 
 UA* 
 UA* 

Rate of respondents (F / M) believing that the company is part of a culture of employee training (F / M) throughout their career

Rate of respondents (F / M) having knowledge of a inter-generational skills

*UA = Unavailable

Objectifs pour Multi-générationnel

Strengths

Objectifs pour Multi-générationnel

Areas of improvement

Points d'amélioration pour formation

Training : 20% des collaborateurs (F/H) pensent que l'organisation ne leur permet pas d'être formés tout au long de leur carrière.

Objectifs pour Multi-générationnel

Recommended aims over more or less 3 years

LGBT+


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Perception rate of LGBT+ inclusion in the company

Rate of respondents (F / M) having knowledge of communication media designed by the company to educate employees on the LGBT + subject

Perceived risk rate on LGBTphobic attitudes or comments at the team level

Rate of respondents (F / M) having knowledge of an internal sanctioning system against LGBTphobic attitudes or comments

Rate of respondents (F / M) believing ...

... that sexual orientation / gender identity is a barrier to career development in the company

 20% 
 20% 
 20% 

... that it's easy for an LGBT + person to come out at work

 60% 
 60% 
 60% 

*UA = Unavailable

Objectifs pour LGBT+

Strengths

Points forts pour gouvernance

Governance : A large part of the employees are satisfied with the way in which your organization is committed to the inclusion of LGBT + people.

Objectifs pour LGBT+

Areas of improvement

Points d'amélioration pour qualite-de-vie-au-travail

Work life balance : Discriminatory attitudes or comments about LGBTQ people exist within the teams.

Objectifs pour LGBT+

Recommended aims over more or less 3 years

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