Mixity Campus | The first digital solution for assessing diversity and inclusion in higher education establishments

Mixity Campus | First solution to measure diversity and inclusion in schools

Mixity Start
Mixity Start

Diversity & Inclusion Score

44/100


Logo Mixity

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 

Split by generations in the company

Women

  56%


Men

  42%


Non-binary

  2%

Number of employees questionned about Diversity and Inclusion in the company

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years

Percentage of women on the Executive Committee

Percentage of women managers in the company

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

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


The organisation has set up actions to support people with chronic diseases:


Number of nationalities in the company

Icone earth
 6

Number of nationalities in governance bodies

Icone earth
 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.

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 internal workshops, conferences, speaking engagements, testimonials on LGBT+ issues

during the last 12 months
Icone megaphone
 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
Governance
The organization does not integrates yet Diversity and Inclusion criteria into its purchasing decisions
Recruitment
The organization has not implemented yet a recruitment process that limits bias: Standard job offers, selection grids with non-discriminatory criteria, recruitment interviews with communication on the organization's D&I values
Work life 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

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
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.
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
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
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
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

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

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
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
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

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.

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

Recommended goals

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)
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.)
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

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
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 ...)

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 goals

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
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.)

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 ...)

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
There is no job adjustment policy for employees over 55 yet

Recommended goals

To implement

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
Career development
Promote exchanges between employees across generations (tutoring, reverse mentoring ...)
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
Work life balance
Prepare the end of career of seniors over 55 by adapting missions and working time (part-time, skills sponsorship, mentoring ...)

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

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 goals

To implement

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.
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
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
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
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