Mixity Start
Mixity Start
Diversity & Inclusion Score
44/100
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Key indicators
Number of employees in the organisation
50
Number of founders
0
Number of nationalities
UA*
Gender distribution of founders
Women
Men
Non-binary
Split by generations in the organisation
Women
56%
Men
42%
Non-binary
2%
Number of employees questionned about Diversity and Inclusion in the organisation
during the last 2 years
Percentage of employees in the organisation made aware to inclusion and non-discrimination
within 3 months of recruitment
Percentage of managers trained on non-discrimination during the last 24 months
during the last 2 years
Percentage of people in charge of recruitment trained on non-discrimination during the last 24 months
during the last 2 years
There is no Diversity and Inclusion Committee that participates in the construction and steering of the Diversity and Inclusion policy
The organisation is putting in place actions to promote work-life balance:
Percentage of women on the Executive Committee
Percentage of women managers in the organisation
Actual pay gap between women and men on shifts, job families and comparable ages (in percentage)
2%
in favour of men
Women
Men
French Gender Equality Index
82
/ 100
Rating at the French Gender Equality Index
The organisation provides for employees on maternity/parental leave:
Rate of employees returning from maternity/parental leave who received specific support
Rate of second parents who took second parent leave outside the mandatory days
Percentage of employees with disabilities in the organisation.
Rate of purchases from the sheltered sector
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
There are no partnerships with external disability organisations
The organisation has set up actions to support people with chronic diseases:
Number of nationalities in the organisation
6
Number of nationalities in governance bodies
1
The organisation has set up specific arrangements with employment partners, associations, foundations, etc. for the recruitment of candidates who are vulnerable or far from employment.
Percentage of people with a nationality other than French in the total workforce
Percentage of people with a nationality other than French within managers
Recruitment rate on trainees and/or internship from ethnical or social diversity
Rate of middle school trainees from REP or REP+ schools hosted in the organisation
Rate of employees involved in a skills sponsorship approach within an equal opportunities project during working hours
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)
Middle age ...
Rate of employees over 45 in the organisation
Rate of employees under 26 in the organisation
Number of internal workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues
during the last 12 months
0
Number of external speeches, communications, interviews on LGBTQIA+ issues
during the last 12 months
UA*
There is no focal point for LGBTQIA+ issues
Transversal
Mixity score
Mixity Start
Medium score in my sector
Medium score in all companies
Strengths
Governance
The board members and/or executive commitee members are openly committed to the promotion of diversity and inclusion in the organization.
Recruitment
The organization communicates specifically on its website (Commitments/Values/Employer Brand/About and/or dedicated content) and on the web (social networks, and so on...) about its commitments regarding diversity and inclusion.
Worklife balance
The organization has set up a welcome booklet integrating notions of Diversity and Inclusion
Areas of improvement
Governance
Percentage of employees questionned about Diversity and Inclusion in the organization during the last two years is under 20 %
Career development
The organization has not integrated yet the Diversity and Inclusion dimension into the soft skills requirement criteria (behavioral skills) linked to the recruitment and / or promotion of managers
Awareness
There are not internal documents yet to raise awareness of non-discrimination.
Awareness
The organization does not organizes or participates yet to events related to the themes of Diversity and Inclusion
Governance
The organization does not integrates yet Diversity and Inclusion criteria into its purchasing decisions
Worklife balance
The organization has not implemented yet a skills sponsorship policy in connection with associations, in particular within the framework of an organizational agreement or a part-time seniors scheme
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Recommended goals
To implement
Worklife balance
Identify and highlight one or more person.s able to listen and support employees on D&I subjects.
Train this or these person (s) continuously on the various D&I subjects, support them at management level and give them time to best support employees
Train this or these person (s) continuously on the various D&I subjects, support them at management level and give them time to best support employees
Recommended indicators:
Support time for D&I referees
Number of meetings carried out
Number of meetings carried out
Governance
Ask employees about your D&I policy. Collect knowledge about actions, priority issues, discriminatory situations, good practices.
Create a space for discussion on D&I subjects to promote good practices and collect opinions
Create a space for discussion on D&I subjects to promote good practices and collect opinions
Recommended indicators:
Pourcentage de personnes interrogées
Governance
Make a diagnosis on your purchasing practices and on recurring needs to integrate notions of Diversity and inclusion
Train the people in charge of purchasing in Diversity and Inclusion in order to promote suppliers and service providers who work in favor of inclusion.
Train the people in charge of purchasing in Diversity and Inclusion in order to promote suppliers and service providers who work in favor of inclusion.
Recommended indicators:
Number of integrated D&I criteria
Number of suppliers and service providers interviewed
Number of suppliers and service providers interviewed
Worklife balance
Set up a skills sponsorship policy by integrating associations working in favor of inclusion.
Encourage employees to commit to and integrate this system for seniors in a period of retirement transition
Encourage employees to commit to and integrate this system for seniors in a period of retirement transition
Recommended indicators:
Number of people participating in the skills sponsorship
Number of hours worked
Number of hours worked
Awareness
Organize events on D&I themes internally (sharing of experience, conferences, welcoming people vulnerable to employment, etc.)
Participate in external events to promote Diversity and inclusion in your organization and in society
Participate in external events to promote Diversity and inclusion in your organization and in society
Recommended indicators:
Number of events attended related to D&I themes
Number of people who participated in these events
Number of people who participated in these events
Career development
Create a repository of behavioral skills and integrate notions of Diversity and Inclusion (Benevolence, proximity, openness to others, listening to needs, fairness of treatment, D&I commitments, etc.)
Train all managers and recruiters in the use of this repository when defining a position for the recruitment or promotion of a manager.
Train all managers and recruiters in the use of this repository when defining a position for the recruitment or promotion of a manager.
Gender
Mixity score
Mixity Start
Medium score in my sector
Medium score in all companies
Strengths
Career development
The percentage of women managers is over 40 %
Areas of improvement
Career development
The organization has not implemented yet actions to support women in their career development
Awareness
The organization has not implemented yet a policy to prevent sexist and sexual violence and harassment.
Recommended goals
To implement
Career development
Set up support actions for women's careers (mentoring, coaching, skills assessment, career interview, etc.)
Ensure that parity is respected among candidates eligible for promotions
Ensure that parity is respected among candidates eligible for promotions
Recommended indicators:
Number of hours of coaching
Number of women receiving support
Number of women receiving support
Awareness
Deploy awareness-raising actions on sexist and sexual violence and remarks, in particular for managers.
Identify a harassment referent capable of listening and alerting management in the event of inappropriate behavior
Identify a harassment referent capable of listening and alerting management in the event of inappropriate behavior
Recommended indicators:
Number of people who have been made aware of gender-based and sexual violence and remarks
Number of managers trained in sexist and sexual violence and remarks
Number of managers trained in sexist and sexual violence and remarks
Governance
Analyze the differences in salary, increase and promotion by gender, services and CSP.
Monitor these indicators several times a year and present the results to governance bodies
Monitor these indicators several times a year and present the results to governance bodies
Recommended indicators:
Écarts de rémunération, augmentation, promotion, formation et recrutement.
To formalize
Career development
Implement actions to attract and recruit women and men in single-sex professions.
Retain at least one woman and one man among the candidates selected for a recruitment interview
Retain at least one woman and one man among the candidates selected for a recruitment interview
Recommended indicators:
Percentage of women in the various trades
Percentage of women among the candidates selected for an interview
Percentage of women among the candidates selected for an interview
To strengthen
Career development
Analyze by gender, services and CSP, pay gaps and allocate an envelope to reduce them.
Define clear and transparent salary scales limiting the amount of individual bargaining
Define clear and transparent salary scales limiting the amount of individual bargaining
Worklife balance
Implement actions to support parents in their life balance (Flexibility of hours, telework charter, leave for children or sick relatives, taking school holidays into account, etc.)
Increase the number of days of leave granted to the second parent and ensure that this concerns all parents regardless of gender.
Increase the number of days of leave granted to the second parent and ensure that this concerns all parents regardless of gender.
Recommended indicators:
Percentage of second parent taking parental leave
Number of days of leave for the second parent granted by the organization within its parenting policy
Number of people benefiting from the different schemes
Number of days of leave for the second parent granted by the organization within its parenting policy
Number of people benefiting from the different schemes
Disability
Mixity score
Mixity Start
Medium score in my sector
Medium score in all companies
Strengths
Worklife balance
The organization's sites, platform and online applications include an accessibility approach for people with disabilities
Areas of improvement
Awareness
The organization has made less than 20% of employees (F / M) aware of stereotypes related to disability
Worklife balance
The organization has not implemented yet actions to support people with chronic illness
Recommended goals
To implement
Recruitment
Design and distribute job offers by integrating the notion of openness to people with disabilities.
Train people in charge of recruitment and managers in kisses and stereotypes related to disability (invisible disability, inclusive management, etc.)
Train people in charge of recruitment and managers in kisses and stereotypes related to disability (invisible disability, inclusive management, etc.)
Recommended indicators:
Number of offers disseminated to specialized players
Number of people with disabilities recruited per year
Number of people with disabilities recruited per year
Awareness
Implement actions to raise awareness of stereotypes about disability for all employees
Highlight testimonials from people who volunteer to talk about disability (visible and invisible)
Highlight testimonials from people who volunteer to talk about disability (visible and invisible)
Recommended indicators:
Number of people made aware of stereotypes about disability
Number of managers and recruiters trained in stereotypes about disability
Number of managers and recruiters trained in stereotypes about disability
Recruitment
Support employees in their RQTH declaration process (recognition of the quality of disabled worker)
Communicate on the organization's openness to people with disabilities to create a caring and attractive organizational culture
Communicate on the organization's openness to people with disabilities to create a caring and attractive organizational culture
Recommended indicators:
Pourcentage de personnes en situation de handicap
Nombre d'accompagnements en interne sur le handicap
Nombre d'accompagnements en interne sur le handicap
To formalize
Worklife balance
Carry out a diagnosis on the accessibility of buildings to people with disabilities.
Adapt the premises to allow disabled employees to benefit from the same working conditions
Adapt the premises to allow disabled employees to benefit from the same working conditions
Recommended indicators:
Accessibility rate of the organization's establishments
Amount of expenditure to improve the accessibility of establishments
Amount of expenditure to improve the accessibility of establishments
Worklife balance
Set up a system for listening and identifying job adaptation needs.
Implement actions to facilitate the work of people with disabilities or chronic illness (ergonomic study, flexibility of schedules, part-time, modification of tasks ...)
Implement actions to facilitate the work of people with disabilities or chronic illness (ergonomic study, flexibility of schedules, part-time, modification of tasks ...)
Recommended indicators:
Number of successful reclassifications
Number of dismissals for incapacity
Number of dismissals for incapacity
Ethnicity
Mixity score
Mixity Start
Medium score in my sector
Medium score in all companies
Strengths
No strength
Areas of improvement
Recruitment
The organization does not hires trainees and internship candidates with underrepresented backgrounds yet (minorities)
Worklife balance
The organization has not defined the management of religious practices in the professional environment yet
Career development
Only one nationality in the Executive Committe
Recommended goals
To implement
Recruitment
Implement actions to attract and recruit people with underreprensented background (job dating, internships and work-study programs, dissemination of inclusive job offers)
Limit the recruitment criteria to key skills in order to exclude any talent with atypical career paths
Limit the recruitment criteria to key skills in order to exclude any talent with atypical career paths
Recommended indicators:
Rate of internships and work-study programs with underreprensented background
Worklife balance
Train managers in the management of the expression of the religious fact and support them in decisions at the level of management and human resources.
Clearly explain the authorized and prohibited behaviors and justify all decisions, integrate these rules into the welcome booklet and internal regulations
Clearly explain the authorized and prohibited behaviors and justify all decisions, integrate these rules into the welcome booklet and internal regulations
Awareness
Promote cultural exchanges within the organization (highlighting highlights, gastronomic exchanges, testimonials, etc.)
Organize actions to raise awareness of biases and stereotypes linked to social and cultural origins (conferences, quizzes, workshops, etc.)
Organize actions to raise awareness of biases and stereotypes linked to social and cultural origins (conferences, quizzes, workshops, etc.)
Recommended indicators:
Number of communications on cultural themes
Number of people who participated in the events
Number of people who participated in the events
To formalize
Recruitment
Set up support actions for people vulnerable or remote from employment through specialized actors (mentoring, donations, communication, network ...)
Organize or participate in events in favor of the integration of people excluded from employment (job dating, training, meetings ...)
Organize or participate in events in favor of the integration of people excluded from employment (job dating, training, meetings ...)
Generations
Mixity score
Mixity Start
Medium score in my sector
Medium score in all companies
Strengths
No strength
Areas of improvement
Career development
There is no multi-generational tutoring system yet within the organization (mentoring and/or tutoring work-study contracts)
Worklife balance
There is no job adjustment policy for employees over 55 yet
Recommended goals
To implement
Worklife balance
Implement actions to raise awareness of chronic diseases (posture, cancer, diabetes, etc.)
Support people with chronic illness by listening to them and adapting positions and missions to their challenges
Support people with chronic illness by listening to them and adapting positions and missions to their challenges
Recommended indicators:
Number of employees having received awareness on chronic diseases
Career development
Promote exchanges between employees across generations (tutoring, reverse mentoring ...)
Create multigenerational teams and raise awareness of age-related stereotypes
Create multigenerational teams and raise awareness of age-related stereotypes
Career development
Promote training at all ages and analyze by gender, age and services and training gaps.
Set up career interviews, in particular for people over 40, in order to anticipate the second part of their career and to be attentive to needs
Set up career interviews, in particular for people over 40, in order to anticipate the second part of their career and to be attentive to needs
Recommended indicators:
Training rate by age, gender and services
Worklife balance
Prepare the end of career of seniors over 55 by adapting missions and working time (part-time, skills sponsorship, mentoring ...)
Recommended indicators:
Number of job adaptations
Number of people benefiting from the different schemes
Number of people benefiting from the different schemes
To formalize
Recruitment
Implement actions to attract and recruit young graduates.
Promote recruitment at the end of internships and work-study programs
Promote recruitment at the end of internships and work-study programs
Recommended indicators:
Taux de recrutement des jeunes de moins de 26 ans dans les 12 derniers mois
Recruitment
Sourcing and recruiting people over 55 through platforms and specialized actors.
Support people in the process of reconversion and offer training tailored to their needs
Support people in the process of reconversion and offer training tailored to their needs
Recommended indicators:
Taux de recrutement des personnes de plus de 50 ans
LGBTQIA+
Mixity score
Mixity Start
Medium score in my sector
Medium score in all companies
Strengths
No strength
Areas of improvement
Awareness
In its external communications on its non-discrimination policy, the organization does note explicitly refers yet to sexual orientation/gender identity and expression
Worklife balance
In general, HR policies does not adapt to family evolutions and compositions, particularly on the LGBT+ community
Awareness
There was no workshops, conferences, speeches, testimonials on the LGBT + subject that took place over the last 12 months
Recommended goals
To implement
Worklife balance
Take into account the possibility for employees to declare themselves non-binary within the organization (badge, organization chart, internal document) but also to support the transition (change of name, civility. ..)
Ensure that all the rights and advantages enjoyed by employees are the same for homosexual and transgender people (geographic mobility for couples, C.S.E benefits for spouses, etc.)
Ensure that all the rights and advantages enjoyed by employees are the same for homosexual and transgender people (geographic mobility for couples, C.S.E benefits for spouses, etc.)
Awareness
Implement actions to make employees aware of subjects related to sexual orientation and gender identity (workshops, conferences, testimonials, documentation, etc.)
Communicate internally on leadership openness to LGBT + people in order to create a caring corporate culture towards LGBT + people.
Communicate internally on leadership openness to LGBT + people in order to create a caring corporate culture towards LGBT + people.
Awareness
Integrate the notions of openness to LGBT + people in the management's communications on Diversity and Inclusion.
Support major events for the rights of LGBT + people in society
Support major events for the rights of LGBT + people in society
Recommended indicators:
Number of communications on LGBT + topics on the various networks
Awareness
Integrate LGBT topics into the training course for managers and recruiters on non-discrimination and inclusion
Train managers to support employees in coming out
Train managers to support employees in coming out
Recommended indicators:
Taux de managers (f/h/nb) et personnes en charge du recrutement formés aux sujets LGBT+
Nombre d'heures de formation
Nombre d'heures de formation
To strengthen
Worklife balance
Explicitly define the rules of conduct with regard to homophobic and transophobic remarks and violence as well as the consequences in the event of non-compliance.
Identify a referent trained in matters of sexual orientation and gender identity to listen and alert management in the event of inappropriate behavior
Identify a referent trained in matters of sexual orientation and gender identity to listen and alert management in the event of inappropriate behavior
Awareness
Set up actions to support associations that defend the rights of LGBT + people (donations, sponsorship, communication support, partnership, etc.)
Participate in events promoting the rights of LGBT + people
Participate in events promoting the rights of LGBT + people
Recommended indicators:
Number of actions carried out during the year
Amount of donations made
Amount of donations made