OH BIBI
www.ohbibi.com/
Start-up
Start-up
Description of the activity :
Studio de Jeux vidéo sur mobile
Number of employees : 60Global income : 6,276,092 €
Mixity Human
OH BIBI
Diversity & Inclusion Score
78/100
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Characteristics of employees
Number of respondents
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
Woman
19%
Man
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
20%
Overall Average
19%
Cited characteristics
My sexual orientation
33%
My religious affiliation
33%
My place of residence
33%
My gender identity
17%
My social origin
17%
Other
17%
My age
0%
My look
0%
My culture or ethnicity
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%
Cultural and social diversity (for example, religious or political affiliation, education, place of residence, cultural 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%
Cultural 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 organisation 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%
Ethnicity
0%
Social origin
0%
Health problems
0%
Other
0%
In a context of remote working, managers encourage team cohesion 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 management position
53%
Be promoted in one of the governance bodies (Management Committee, Executive Committee, EXCOM...)
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 does not seems 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%
Cultural 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.
Worklife balance
Respondents have never felt left out within the organisation 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.
Worklife 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 organisation 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 organisation 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 organisation 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.
Worklife balance
The risk of becoming a victim of sexism in your organisation 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%
19%
33%
... that it is easy to talk about your disability in the organisation
66%
60%
56%
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 organisation.
Areas of improvement
Awareness
Over the past 24 months, respondents have not been made aware of visible and / or invisible disabilities.
Worklife balance
Most respondents believe that the organisation’s environment cannot adapt to any type of disability.
Worklife balance
According to the respondents , your organisation 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.
Worklife 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%
10%
12%
... the organisation offers the same career prospects regardless of culture or origin of employees
83%
75%
69%
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 organisation.
Worklife balance
Respondents have the feeling that the work environment is inclusive regardless of the culture or origin of the respondents in your organisation.
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.).
Partnership
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%
84%
69%
Recruitment of seniors over 50
57%
31%
26%
Maintaining employment for seniors over 55
60%
36%
40%
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 people under 25.
Worklife 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.
Training
Increase the value of your intergenerational skill-sharing scheme by organising dedicated times internally.
Training
Continue to develop your training culture by tracking training data by age, gender and function.
LGBTQIA+
Mixity score
OH BIBI
Medium score in my sector
Medium score in all companies
Key indicators
Satisfaction rate with the organisation's commitment to LGBTQIA+ 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 LGBTQIA+ people
2.13%
Rate of respondents believing ...
... that sexual orientation / gender identity is a barrier to career development in the organisation
2.13%
1.51%
4.77%
... that it's easy for an LGBTQIA+ person to come out at work
64%
62%
45%
Rate of respondents aware of support actions for LGBTQIA+ inclusion (associations, networks...)
*UA = Unavailable
Strengths
Worklife balance
Discriminatory attitudes or language about LGBTQIA+ persons are absent from the company.
Areas of improvement
Worklife 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 organisation 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.