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 Human
OH BIBI

Diversity & Inclusion Score

78/100


Logo Mixity

Principal diversity and inclusion indicators

Transversal

84%

Gender

87%

Disability

64%

Ethnicity

80%

Generations

78%

LGBT+

76%

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Characteristics of employees

Number of respondents

Icone people
 47 

Split of respondents by ages

Under 25 years old

  11%


Between 26 and 39 years old

  81%


Between 40 and 54 years old

  9%


Over 55 years old

  0%

Split of respondents by gender

Women

  19%


Men

  79%


Non-binary

  2.13%


I don't want to answer

  0%

Transversal


Mixity score

OH BIBI

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

4.26%


Men

8.51%


Non-binary

0%


Average in my sector

13%


Overall Average

20%

Cited characteristics

My sexual orientation
 33% 
My religious affiliation
 33% 
My living place
 33% 
My gender identity
 17% 
My social origin
 17% 
Other
 17% 
My age
 0% 
My look
 0% 
My ethnicity or skin color
 0% 
My atypical school or professional background
 0% 
my disability or state of health
 0% 
I don't want to answer
 0% 
None
 0% 

Perception of the organisation's commitment according to the axes

Gender equality
 89% 
Sexual orientation and/or gender identity
 60% 
Ethnic and social diversity (for example, Religious or political affiliation, education, Living place, Ethnic and/or social origins)
 55% 
Balance between generations (ages)
 53% 
Disability
 13% 
I don't know
 11% 

Subjects on which the organisation should act as a priority to enable more equal opportunities and inclusion

Gender equality
 64% 
Work Life balance
 34% 
Disability
 26% 
Ethnic background
 23% 
I don't know
 23% 

Percentage of respondents who feel that the organisation is committed to Diversity and Inclusion issues

Satisfaction rate of the diversity and inclusion policy

Satisfaction rate on awareness actions carried out by the company in favor of diversity and inclusion

Rate of respondents who have ever felt left out because of a element of appearance and / or personality

2.13%

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)

Age
 4.26% 
Gender stereotypes (woman/man)
 2.13% 
Place of residence
 2.13% 
Physical appearance
 0% 
Sexual orientation and/or gender identity
 0% 
Religious beliefs
 0% 
Skin color
 0% 
Social origin
 0% 
Health problems
 0% 
Other
 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

55%


Be promoted to a position of authority

53%


Be promoted in one of the governance bodies (Management Committee, Executive Committee, Board of Directors...)

32%

Situations that seem to be possible within the organisation

Having the ability to change jobs and function according to my aspirations

53%


Be promoted to a position of authority

55%


No it seems not possible

11%

Perceived level of preparation for their role in the organisation

The welcoming phase within the organisation should have been...

longer

8.51%


shorter

0%


it was just about right

91%

Percentage of respondents who are aware of an effective system of sanctions against discrimination and violence in the following areas:

Sexism
 38% 
Ethnic and social origins
 36% 
Disability
 34% 
Sexual orientation and gender identity
 34% 
Age
 32% 

*UA = Unavailable

Strengths

Awareness
Respondents are not satisfied with the awareness-raising actions carried out by your company on issues of diversity and inclusion.
Work life balance
Respondents have never felt left out within the organization or a team because of an element of their appearances and / or their personalities.
Recruitment
According to most respondents, the welcoming phase have been perfect.

Areas of improvement

Awareness
Respondents are not sufficiently aware of the sanctions against discrimination and violence.
Career development
Feelings about opportunities within the company vary by gender.

Recommended goals

Awareness
Continue to raise awareness of the company's values, systems and commitments. Include all the axes and give new impetus to the subjects of disability and multicultural and social diversity.
Awareness
Highlight actions, mechanisms and contact persons to alert in case of inappropriate comments or discrimination so that these resources are known to everyone.
Work life balance
Strengthen your commitment to well-being at work (health and life balance). Regularly collect needs in order to propose appropriate measures.
Recruitment
Strengthen the onboarding and training system to prepare employees as well as possible for their missions and the challenges of the company. Designate referents who are available to guide them through the company during the first few months.

Gender


Mixity score

OH BIBI

Medium score in my sector

Medium score in all companies

Key indicators

Perceived influence of gender on recruitments

Yes, in favor of women

0%


Yes, in favor of men

2.13%


No

72%


I don't know

26%

Perceived influence of gender on promotions/training

Yes, in favor of women

0%


Yes, in favor of men

2.13%


No

79%


I don't know

19%

The company 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 company 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 company over the last 24 months

Perceived level of being a victim of gender discrimination

Perceived level of risk of being a victim of sexism in the organisation

Perceived level of risk of being a victim of gender based and sexual violence in the organisation

*UA = Unavailable

Strengths

Career development
Respondents feel that gender is not a factor in promotion.
Work life balance
The risk of becoming a victim of sexism in your organization is low.

Areas of improvement

Awareness
Most respondents do not have sufficient knowledge of internal or external communication media (print/web) or internal/external company actions on gender equality.

Recommended goals

Career development
Continue to communicate on your recruitment, promotion and training processes. Promote transparency in all your practices.
Career development
Strengthen recruitment actions aimed at women. Regularly collect needs in terms of career and life balance.
Communication
Communicate more internally and externally about your practices and commitments. Vary the media in order to reach a maximum number of people.

Disability


Mixity score

OH BIBI

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

 17% 
 17% 
 33% 

... that it is easy to talk about your disability in the organisation

 66% 
 66% 
 53% 

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

40%

Rate of respondents believing that people with chronic illness are supported by the organisation

32%

*UA = Unavailable

Strengths

Recruitment
Respondents believe that disability is not a barrier to hiring in your organization.

Areas of improvement

Awareness
Over the past 24 months, respondents have not been made aware of visible and / or invisible disabilities.
Work life balance
Most respondents believe that the organisation’s environment cannot adapt to any type of disability.
Work life balance
According to the respondents , your organization does not supports enough people with chronic illness.

Recommended goals

Governance
Build partnerships with specialised external associations to promote disability internally and externally. If necessary, carry out a complete diagnosis (recurrent recruitment / situation of hardship / occupational health analysis) on disability thanks to players such as Agefiph.
Recruitment
Work on the design, dissemination of vacancies and recruitment interviews to ensure that the whole process is inclusive of people with disabilities.
Awareness
Continue to raise awareness of visible and invisible disabilities among employees, managers and recruiters. Include neurodiversity and chronic diseases.
Work life balance
Strengthen the system of job adjustments for people with disabilities or chronic illnesses.

Ethnicity


Mixity score

OH BIBI

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

85%

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

 2.13% 
 2.13% 
 12% 

... the organisation offers the same career prospects regardless of culture or origin of employees

 83% 
 83% 
 71% 

Percentage of respondents who are aware of actions taken by the institution to promote multicultural and social diversity

*UA = Unavailable

Strengths

Recruitment
Respondents believe that the multicultural difference is not an obstacle to hiring in your organization.
Work life balance
Respondents have the feeling that the work environment is inclusive regardless of the culture or origin of the respondents in your organization.

Areas of improvement

Awareness
Respondents are unaware of any actions taken to promote cultural and social diversity.

Recommended goals

Awareness
Continue to raise awareness and organise exchanges on multicultural and social issues. Organise internal events to promote and share the different cultures of employees (culture days, interviews, etc.).
Partnerships
Develop your actions with organisations working to promote equal opportunities, in particular by offering employees the opportunity to become involved in a skills sponsorship scheme.
Communication
Communicate more about the company's actions and the measures in favour of equal opportunities. Participate in events promoting equal opportunities (job dating, meetings, presentation of professions, etc.)

Generations


Mixity score

OH BIBI

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

 83% 
 83% 
 69% 

Recruitment of seniors over 50

 57% 
 57% 
 22% 

Maintaining employment for seniors over 55

 60% 
 UA* 
 UA* 

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

Rate of respondents experiencing difficulties with other generations often or very often

2.13%

*UA = Unavailable

Strengths

Recruitment
According to the respondents, the organisation acts to encourage the recruitment of young people under 25.
Work life balance
According to the respondents, there are often no difficulties between generations.

Areas of improvement

Career development
According to the respondents, the company could do more to support the employability and job retention of older workers.

Recommended goals

Career development
Develop and communicate your actions in favour of the recruitment and retention of older workers in the video game sector. Integrate working conditions and accommodation needs during recruitment and annual interviews.
Formation
Increase the value of your intergenerational skill-sharing scheme by organising dedicated times internally.
Formation
Continue to develop your training culture by tracking training data by age, gender and function.

LGBT+


Mixity score

OH BIBI

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

2.13%

Rate of respondents believing ...

... that sexual orientation / gender identity is a barrier to career development in the organisation

 2.13% 
 2.13% 
 5.09% 

... that it's easy for an LGBT + person to come out at work

 64% 
 64% 
 47% 

Rate of respondents aware of support actions for LGBT+ inclusion (associations, networks...)

*UA = Unavailable

Strengths

Work life balance
Discriminatory attitudes or language about LGBTQIA+ persons are absent from the company.

Areas of improvement

Work life balance
One third of respondents felt that it is not easy for an LGBTQIA+ person to come out at work.
Governance
According to the respondents, the organization does not yet support an association or network in favor of the inclusion of LGBTQIA+ people.

Recommended goals

Governance
Strengthen your commitment by developing a support approach to organisations representing LGBTQIA+ people (sponsorship, donations, partnerships, etc.).
Awareness
Train managers and HR staff on how to deal with coming-out issues, gender transition, parenthood, etc.
Awareness
Do not hesitate to challenge the current knowledge of employees (f/h/nb) on the LGBTQ+ topic. Be sure to address each concept, including non-binarity and trans-identity.
Communication
Strengthen communication on LGBTQ+ issues (commitment, devices, visual aids, etc.) internally and externally.
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