Principal diversity and inclusion indicators

Transversal

64%

Gender

52%

Disability

62%

Ethnicity

65%

Generations

68%

LGBT+

61%

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Characteristics of employees


Number of respondents

Icone people
 11 

Split of respondents by ages

Under 25 years old

  18%


Between 26 and 39 years old

  36%


Between 40 and 54 years old

  45%


Over 55 years old

  0%

Split of respondents by gender

Women

  27%


Men

  55%


Non-binary

  18%


I don't want to answer

  0%

Split of respondents by Fonction

Technicien.ne
 55% 
Autre
 18% 
Associé.e
 18% 
Cadre
 9.09% 
Agent de maîtrise
 0% 
Employé.e
 0% 

Transversal


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Rate of respondents considering they belong to a minority in the company

Women

9.09%


Men

18%


Non-binary

9.09%


Average in my sector

36%


Overall Average

20%

Cited characteristics

My ethnicity or skin color
 50% 
My atypical school or professional background
 50% 
My age
 25% 
My religious affiliation
 25% 
my disability or state of health
 25% 
My look
 0% 
My sexual orientation and/or gender identity
 0% 
My social origin
 0% 
My living place
 0% 
Other
 0% 
I don't want to answer
 0% 
None
 0% 

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

Gender equality
 82% 
Ethnic background
 45% 
Social origin
 45% 
Age
 27% 
Degree type
 27% 

Percentage of respondents who feel that the company is committed to Diversity and Inclusion issues

Perception of the company's commitment according to the axes

Balance between generations (ages)
 55% 
Gender equality
 45% 
Ethnic and social diversity (for example, Religious or political affiliation, education, Living place, Ethnic and/or social origins)
 45% 
Disability
 27% 
Sexual orientation and/or gender identity
 9.09% 
I don't know
 0% 

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

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

36%

Awareness of a dedicated contact person for any question on the subject of discrimination, harassment and / orgender-based and sexual violence at work

Frequency of discriminatory jokes or comments on 'often' or 'very often' topics (even without bad intention)

Gender stereotypes (woman/man)
 45% 
Physical appearance
 45% 
Age
 27% 
Sexual orientation and/or gender identity
 27% 
Religious beliefs
 18% 
Skin color
 9.09% 
Other
 9.09% 
Social origin
 0% 
Health problems
 0% 
Place of residence
 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

Having the ability to change jobs and function according to my aspirations

27%


Be promoted to a position of authority

45%


Be promoted in one of the governance bodies (Management Committee, Executive Committee, Board of Directors...)

27%

*UA = Unavailable

Objectifs pour Transversal

Strengths

Points forts pour work-life-balance

Work life balance : An interlocutor dedicated to issues of discrimination, harassment and/or sexual and gender violence in the workplace is clearly identified within the organisation.

Objectifs pour Transversal

Areas of improvement

No area of improvement

Objectifs pour Transversal

Recommended goals to reach over more or less 3 years

Gender


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Perceived influence of gender on recruitments

Yes, in favor of women

18%


Yes, in favor of men

55%


No

27%


I don't know

0%

Perceived influence of gender on promotions/training

Yes, in favor of women

9.09%


Yes, in favor of men

36%


No

55%


I don't know

0%

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

Awareness of internal or external communication media (print / web) carried out by the organization on gender equality

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

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

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

*UA = Unavailable

Objectifs pour Genre

Strengths

Points forts pour work-life-balance

Work life balance : Most respondents 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 work-life-balance

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

Objectifs pour Genre

Recommended goals to reach 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 believing ...

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

 36% 
 36% 
 35% 

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

 36% 
 36% 
 52% 

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

Rate of respondents believing that the business environment can adapt to any type of handicap

64%

Rate of respondents believing that people with chronic illness are supported by the company

82%

*UA = Unavailable

Objectifs pour Handicap

Strengths

Objectifs pour Handicap

Areas of improvement

Points d'amélioration pour recruitment

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

Objectifs pour Handicap

Recommended goals to reach 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 believing that the management of the company is engaged on the subject of social and ethnic diversity

Rate of respondents having the feeling that the work environment is inclusive whatever the culture or origin of the employees

64%

Rate of respondents aware of a communication device and / or company support for associations that promote the equality of chances

Rate of respondents believing that ...

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

 45% 
 45% 
 14% 

... the company offers the same career prospects regardless of culture or origin of employees

 55% 
 55% 
 71% 

*UA = Unavailable

Objectifs pour Multi-culturel

Strengths

Objectifs pour Multi-culturel

Areas of improvement

Points d'amélioration pour work-life-balance

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 goals to reach 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 believing that the company acts to promote:

Recruitment of young people under 25

 73% 
 73% 
 69% 

Recruitment of seniors over 50

 64% 
 64% 
 25% 

Maintaining employment for seniors over 55

 55% 
 UA* 
 UA* 

Rate of respondents aware of a inter-generational skills

Rate of respondents believing that the company is part of a culture of employee training throughout their career

*UA = Unavailable

Objectifs pour Multi-générationnel

Strengths

Objectifs pour Multi-générationnel

Areas of improvement

Points d'amélioration pour training

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 goals to reach over more or less 3 years

LGBT+


Mixity score

Mixity Human

Medium score in my sector

Medium score in all companies

Key indicators

Satisfaction rate with the company's commitment to LGBT+ issues

Rate of respondents aware of communication media designed by the company to educate employees on the LGBT + subject

Rate of people identifying discriminatory language towards LGBT+ people

45%

Rate of respondents aware of an internal sanctioning system against LGBTphobic attitudes or comments

Rate of respondents believing ...

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

 55% 
 55% 
 8.25% 

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

 55% 
 55% 
 50% 

*UA = Unavailable

Objectifs pour LGBT+

Strengths

Points forts pour governance

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

Objectifs pour LGBT+

Areas of improvement

No area of improvement

Objectifs pour LGBT+

Recommended goals to reach over more or less 3 years

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