Principal diversity and inclusion indicators

Transversal

48%

Gender

58%

Disability

46%

Ethnicity

37%

Generations

37%

LGBT+

37%

Key indicators


Number of employees in the company

Icone people
 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

Icone earth
 6

Number of nationalities in the company leadership

Icone earth
 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

Icone megaphone
 0

Transversal


Mixity score

Mixity Start

Medium score in my sector

Medium score in all companies
Objectifs pour Transversal

Strengths

Points forts pour gouvernance

Governance : The board members and/or executive commitee members are openly committed to the promotion of diversity and inclusion in the organization.

Points forts pour recrutement

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.

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

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

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

Work life balance : The organization has set up a welcome booklet integrating notions of Diversity and Inclusion

+ show more details

- show less details

Objectifs pour Transversal

Areas of improvement

Points d'amélioration pour gouvernance

Governance : Percentage of employees questionned about Diversity and Inclusion in the organization during the last two years is under 20 %

Points d'amélioration pour carriere

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

Points d'amélioration pour sensibilisation

Awareness : There are not internal documents yet to raise awareness of non-discrimination.

Points d'amélioration pour sensibilisation

Awareness : The organization does not organizes or participates yet to events related to the themes of Diversity and Inclusion

+ show more details

- show less details

Objectifs pour Transversal

Recommended goals to reach over more or less 3 years

To implement

ObjectivesTransversal

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

ObjectivesTransversal

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

ObjectivesTransversal

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

ObjectivesTransversal

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.)

ObjectivesTransversal

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

ObjectivesTransversal

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

+ show more details

- show less details

Gender


Mixity score

Mixity Start

Medium score in my sector

Medium score in all companies
Objectifs pour Genre

Strengths

Points forts pour carriere

Career development : The percentage of women managers is over 40 %

Objectifs pour Genre

Areas of improvement

Points d'amélioration pour carriere

Career development : The organization has not implemented yet actions to support women in their career development

Points d'amélioration pour sensibilisation

Awareness : The organization has not implemented yet a policy to prevent sexist and sexual violence and harassment.

Objectifs pour Genre

Recommended goals to reach over more or less 3 years

To implement

ObjectivesGenre

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

ObjectivesGenre

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

ObjectivesGenre

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

ObjectivesGenre

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

ObjectivesGenre

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

ObjectivesGenre

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

+ show more details

- show less details

Disability


Mixity score

Mixity Start

Medium score in my sector

Medium score in all companies
Objectifs pour Handicap

Strengths

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

Work life balance : The organization's sites, platform and online applications include an accessibility approach for people with disabilities

Objectifs pour Handicap

Areas of improvement

Points d'amélioration pour gouvernance

Governance : The organization does not purchases from establishments in the adapted and protected sector for disabled persons yet

Points d'amélioration pour sensibilisation

Awareness : The organization has made less than 20% of employees (F / M) aware of stereotypes related to disability

Objectifs pour Handicap

Recommended goals to reach over more or less 3 years

To implement

ObjectivesHandicap

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

ObjectivesHandicap

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

ObjectivesHandicap

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

ObjectivesHandicap

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

ObjectivesHandicap

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

ObjectivesHandicap

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

+ show more details

- show less details

Ethnicity


Mixity score

Mixity Start

Medium score in my sector

Medium score in all companies
Objectifs pour Multi-culturel

Strengths

No strength

Objectifs pour Multi-culturel

Areas of improvement

Points d'amélioration pour recrutement

Recruitment : The organization does not hires trainees and internship candidates with underrepresented backgrounds yet (minorities)

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

Work life balance : The organization has not defined the management of religious practices in the professional environment yet

Points d'amélioration pour carriere

Career development : Only one nationality in the Executive Committe

Objectifs pour Multi-culturel

Recommended goals to reach over more or less 3 years

To implement

ObjectivesMulti-culturel

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

ObjectivesMulti-culturel

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

ObjectivesMulti-culturel

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

ObjectivesMulti-culturel

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 ...)

+ show more details

- show less details

Generations


Mixity score

Mixity Start

Medium score in my sector

Medium score in all companies
Objectifs pour Multi-générationnel

Strengths

No strength

Objectifs pour Multi-générationnel

Areas of improvement

Points d'amélioration pour carriere

Career development : There is no multi-generational tutoring system yet within the organization (mentoring and/or tutoring work-study contracts)

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

Work life balance : The organization has not implemented yet actions to support people with chronic illness

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

Work life balance : There is no job adjustment policy for employees over 55 yet

Objectifs pour Multi-générationnel

Recommended goals to reach over more or less 3 years

To implement

ObjectivesMulti-générationnel

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

Recommended indicators:

Number of employees made aware on chronic diseases

ObjectivesMulti-générationnel

Career development : Promote exchanges between employees across generations (tutoring, reverse mentoring ...)
Create multigenerational teams and raise awareness of age-related stereotypes

ObjectivesMulti-générationnel

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

Training rate by age, gender and services

ObjectivesMulti-générationnel

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

To formalize

ObjectivesMulti-générationnel

Recruitment : Implement actions to attract and recruit young graduates.
Promote recruitment at the end of internships and work-study programs

ObjectivesMulti-générationnel

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

+ show more details

- show less details

LGBT+


Mixity score

Mixity Start

Medium score in my sector

Medium score in all companies
Objectifs pour LGBT+

Strengths

No strength

Objectifs pour LGBT+

Areas of improvement

Points d'amélioration pour sensibilisation

Awareness : In its external communications on its non-discrimination policy, the organization does note explicitly refers yet to sexual orientation/gender identity and expression

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

Work life balance : In general, HR policies does not adapt to family evolutions and compositions, particularly on the LGBT+ community

Points d'amélioration pour sensibilisation

Awareness : There was no workshops, conferences, speeches, testimonials on the LGBT + subject that took place over the last 12 months

Objectifs pour LGBT+

Recommended goals to reach over more or less 3 years

To implement

ObjectivesLGBT+

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.

ObjectivesLGBT+

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

ObjectivesLGBT+

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

ObjectivesLGBT+

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

ObjectivesLGBT+

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

ObjectivesLGBT+

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

+ show more details

- show less details

Search for another structure Compare this Footprint