Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Key indicators
Number of employees in the company
50
Number of employees questionned about Diversity and Inclusion in the company
during the last 2 years
Percentage of managers trained and/or made aware on non-discrimination during the last 24 months
Split by generations in the company
Women
56%
Men
42%
Non-binary
2%
French Gender Equality Index
82
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men on shifts, job families and comparable ages (in percentage)
2%
in favour of men
Women
Men
Percentage of women on the Executive Committee
Percentage of women managers in the company
Percentage of employees with disabilities in the company.
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
Number of nationalities in the company
6
Number of nationalities in the company leadership
1
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)
Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months
0
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.
Work life balance : The organization promotes the work life balance and takes into account the situations of caregivers or employees with children, adapting the organization of their work
Work life balance : The organization has set up a welcome booklet integrating notions of Diversity and Inclusion
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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
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Recommended aims over more or less 3 years
To implement
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
Recommended indicators:
Number of events attended related to D&I themes
Number of people who participated in these events
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
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.
Number of integrated D&I criteria
Number of suppliers and service providers interviewed
Recruitment : Perform a diagnosis on the entire recruitment process (creation and dissemination of job offers, selection of candidates, recruitment interview, reception of new employees
Put in place tools to ensure inclusive recruitment throughout the organization (matrix of job offers, neutral selection grid, recruitment and interview guide, etc.)
Awareness : Integrate the values of the organization in terms of respect for differences and rules of conduct in the welcome booklet
Display these rules of conduct within establishments
Number of documents
Awareness : Set up awareness-raising actions on D&I subjects (sexism, disability, sexual orientation / identity ...) for employees (MOOC, workshops, conferences ...)
Participate in events on various D&I subjects with specialized associations and organizations
Number of employees made aware by theme
Number of awareness raising events
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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 aims over more or less 3 years
To implement
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
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
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
Number of hours of coaching
Number of women receiving support
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
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
Percentage of women in the various trades
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
Work life 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.
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
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Disability
Mixity score
Mixity Start
Medium score in my sector
Medium score in all companies
Strengths
Work life balance : The organization's sites, platform and online applications include an accessibility approach for people with disabilities
Areas of improvement
Governance : The organization does not purchases from establishments in the adapted and protected sector for disabled persons yet
Awareness : The organization has made less than 20% of employees (F / M) aware of stereotypes related to disability
Recommended aims over more or less 3 years
To implement
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)
Recommended indicators:
Number of people made aware of 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
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.)
Number of offers disseminated to specialized players
Number of people with disabilities recruited per year
Governance : Train people in charge of purchasing in inclusive purchasing within the adapted and protected sector.
Identify recurring purchases and integrate inclusive purchasing criteria into the specifications
Amount and share of annual purchases made in the adapted and protected sector
Number and proportion of suppliers, service providers among the adapted and protected sector
To formalize
Work life 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
Accessibility rate of the organization's establishments
Amount of expenditure to improve the accessibility of establishments
Work life 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 ...)
Number of successful reclassifications
Number of dismissals for incapacity
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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)
Work life 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 aims over more or less 3 years
To implement
Work life 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
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
Rate of internships and work-study programs with underreprensented background
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.)
Number of communications on cultural themes
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 ...)
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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)
Work life balance : The organization has not implemented yet actions to support people with chronic illness
Work life balance : There is no job adjustment policy for employees over 55 yet
Recommended aims over more or less 3 years
To implement
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
Recommended indicators:
Training rate by age, gender and services
Career development : Promote exchanges between employees across generations (tutoring, reverse mentoring ...)
Create multigenerational teams and raise awareness of age-related stereotypes
Work life balance : Prepare the end of career of seniors over 55 by adapting missions and working time (part-time, skills sponsorship, mentoring ...)
Number of job adaptations
Number of people benefiting from the different schemes
Work life 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
Number of employees made aware on chronic diseases
To formalize
Recruitment : Implement actions to attract and recruit young graduates.
Promote recruitment at the end of internships and work-study programs
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
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LGBT+
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
Work life 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 aims over more or less 3 years
To implement
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
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
Number of communications on LGBT + topics on the various networks
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.
Work life 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.)
To strengthen
Work life 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
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
Number of actions carried out during the year
Amount of donations made
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