Mixity Human
Mixity Human
Diversity & Inclusion Score
62/100
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Characteristics of employees
Number of respondents
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 organisation
Women
9.09%
Men
18%
Non-binary
9.09%
Average in my sector
36%
Overall Average
21%
Cited characteristics
My religious affiliation
50%
My culture or race
50%
My age
25%
My gender identity
25%
My atypical school or professional background
25%
My look
0%
My sexual orientation
0%
my disability or state of health
0%
My social origin
0%
My living place
0%
Other
0%
I don't want to answer
0%
None
0%
Perception of the organisation's commitment according to the axes
Balance between generations (ages)
55%
Gender equality
45%
Cultural and social diversity (for example, Religious or political affiliation, education, Living place, Cultural and/or social origins)
45%
Disability
27%
Sexual orientation and/or gender identity
9.09%
I don't know
0%
Subjects on which the organisation should act as a priority to enable more equal opportunities and inclusion
Gender equality
82%
Cultural background
45%
Social origin
45%
Age
27%
Degree type
27%
Percentage of respondents who feel that the organisation is committed to Diversity and Inclusion issues
Satisfaction rate on awareness actions carried out by the organisation 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%
race
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 organisation
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...)
27%
*UA = Unavailable
Strengths
Worklife balance
An interlocutor dedicated to issues of discrimination, harassment and/or sexual and gender violence in the workplace is clearly identified within the organisation.
Areas of improvement
No area of improvement
Recommended goals
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 organisation 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 organisation 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 organisation over the last 24 months
Perceived level of risk of being a victim of sexism in the organisation
*UA = Unavailable
Strengths
Worklife 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.
Areas of improvement
Worklife balance
The risk of becoming a victim of sexism in your organization is high.
Recommended goals
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%
34%
... that it is easy to talk about your disability in the organisation
36%
36%
52%
Level of awareness of communication supports and / or actions of support carried out by the organisation on disability
Rate of respondents believing that the organisation environment can adapt to any type of disability
64%
Rate of respondents believing that people with chronic illness are supported by the organisation
82%
*UA = Unavailable
Strengths
Areas of improvement
Recruitment
20% des collaborateurs (F/H) estiment que le handicap peut constituer un frein à l'embauche dans votre organisation.
Recommended goals
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 organisation 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 organisation 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 organisation
45%
23%
14%
... the organisation offers the same career prospects regardless of culture or origin of employees
55%
77%
70%
*UA = Unavailable
Strengths
Areas of improvement
Worklife 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.
Recommended goals
Generations
Mixity score
Mixity Human
Medium score in my sector
Medium score in all companies
Key indicators
Rate of respondents believing that the organisation acts to promote:
Recruitment of young people under 25
73%
73%
69%
Recruitment of seniors over 50
64%
64%
26%
Maintaining employment for seniors over 55
55%
55%
37%
Rate of respondents aware of a inter-generational skills
Rate of respondents believing that the organisation is part of a culture of employee training throughout their career
*UA = Unavailable
Strengths
Areas of improvement
Training
20% des collaborateurs (F/H) pensent que l'organisation ne leur permet pas d'être formés tout au long de leur carrière.
Recommended goals
LGBT+
Mixity score
Mixity Human
Medium score in my sector
Medium score in all companies
Key indicators
Satisfaction rate with the organisation's commitment to LGBT+ issues
Rate of respondents aware of communication media designed by the organisation 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 organisation
55%
55%
8.28%
... that it's easy for an LGBT + person to come out at work
55%
55%
46%
*UA = Unavailable
Strengths
Governance
A large part of the respondents are satisfied with the way in which your organization is committed to the inclusion of LGBT + people.
Areas of improvement
No area of improvement