Olympus France
www.olympus.fr/
Industry
Industry
Description of the activity :
At Olympus Medical Systems, we focus on improving the quality of patient care every day. We do this through developing and designing world-leading, clinically-advanced, precision technologies and services. Our products enable healthcare professionals from a broad range of specialties to ‘peer’ inside the body, using endoscopic procedures. This allows them to see more and do more. By focusing on early detection and minimally invasive treatment of a broad range of diseases, our mutual mission is to improve patient outcomes, minimize discomfort, and accelerate the recovery process. Our innovative technologies and services can also optimize workflow and maximize operational efficiency.
Year of creation : 1958Number of employees : 473
Global income : 189,000,000 $
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Mixity Diag
Olympus France
Diversity & Inclusion Score
63/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
Olympus France
Medium score in my sector
Medium score in all companies
Key indicators
Number of persons in the organisation
398
Number of employees questionned about Diversity and Inclusion in the organisation
during the last 2 years
Percentage of people in charge of purchasing trained in inclusive purchasing
during the last 2 years
Percentage of managers trained on non-discrimination during the last 24 months
during the last 2 years
Percentage of managers trained on non-discrimination during the last 24 months
during the last 2 years
*UA = Unavailable
Strengths
Worklife balance
Olympus France maintains the second parent's salary during the entire paternity leave.
Governance
L'organisation dispose d'un accord interne, d'une charte spécifique, d'un label assurant la promotion de la non-discrimination et l'égalité des chances.
Governance
L'organisation incite ses parties prenantes (Fournisseurs, prestataires et sous-traitants) à s'engager en faveur de la diversité et de l'inclusion
Areas of improvement
Awareness
Le taux d'employés (f/h/nb) interrogés sur la diversité et l'inclusion (étude ou entretien individuel) sur les 24 derniers mois est inférieur à 20%
Awareness
Le taux de managers ayant suivi un parcours de sensibilisation et/ou de formation à la lutte contre les discriminations dans les 2 dernières années est inférieur à 10%.
Recommended goals
Governance
Strengthen internal and external communication on Olympus' commitment to Diversity, Equity and Inclusion, including through management, role models and key contacts.
Governance
Continue with non-discrimination training sessions for recruiters and managers. Ensure that these are carried out regularly and that resources are made available.
Awareness
Promote and create dedicated times for diversity and inclusion within the company to highlight the company's commitments, raise awareness and allow employees to discuss the various issues.
Recruitment
Ensure that the company's Diversity and Inclusion values are communicated during recruitment and that all new starters undergo an awareness-raising programme to develop the foundations for inclusive behaviour.
Governance
Train the person in charge of procurement in inclusive procurement and continue to engage with suppliers and service providers to encourage them to commit to diversity and inclusion across the board.
Gender
Mixity score
Olympus France
Medium score in my sector
Medium score in all companies
Key indicators
Split by generations in the organisation
Women
27%
Men
73%
Non-binary
0%
Percentage of women on the Board of Directors
Percentage of women on the Executive Committee
Percentage of women managers in the organisation
French Gender Equality Index
85
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men (job families and comparable ages)
4.10%
in favour of men
Women
Men
Actual pay gap between women and men managers (job families and comparable ages)
4.61%
in favour of men
Women
Men
Actual pay gap between women and men who are not managers (job families and comparable ages)
0.23%
in favour of women
Women
Men
Percentage of women in the top 10 wages
Gap between the portion of women and men with a salary increase
Femmes
Hommes
0.30%
in favour of men
Split by gender...
Women
Men
Non-binary
… in Sales/Sales/Customer Service Functions
34%
66%
0%
... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)
7%
93%
0%
... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)
62%
38%
0%
Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation
11
UA*
25
Nat. Average.
2022
Percentage of employees made aware of sexual harassment and sexual violence.
*UA = Unavailable
Strengths
Governance
Olympus has joined the #StOpE initiative to combat gender-based violence.
Career development
L'écart de rémunération effective entre les femmes et les hommes non-managers est inférieur à 1 %.
Areas of improvement
Governance
The percentage of women on the Board of Directors is 0%.
Career development
The company has not yet introduced a policy of transparency in pay scales.
Career development
Pas encore de programme de mentoring pour aider les femmes dans leur évolution de carrière.
Awareness
Les employés (f/h/nb) ne sont pas encore sensibilisés aux violences sexistes et sexuelles.
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Recommended goals
Governance
Continue to monitor equality indicators (pay gap in the different departments, pay increase gap, promotion gap, training gap, etc.) in order to improve the gender equality index. Present the results quarterly to a dedicated committee or to management.
Career development
Strengthen gender equality at the level of management, executives and managers with coaching, career support, skills assessment and training.
Recruitment
Implement actions (targeted recruitment campaigns, encouragement to present as many women as men at interviews, internships and work-study programmes, etc.) to promote the recruitment of women and men in non-mixed occupations and in occupations with high responsibilities.
Awareness
Organise workshops to raise awareness of gender stereotypes and sexual and gender-based violence among employees; ensure that all managers have been trained in gender equality issues.
Worklife balance
Strengthen support for parenthood before, during and after maternity and parental leave, with career interviews and specific measures to ensure a positive return to work.
Communication
Make a visible commitment to gender equality in your external relations by participating in events or supporting associations working for gender equality (donations, sponsorship, communication support, etc.).
Disability
Mixity score
Olympus France
Medium score in my sector
Medium score in all companies
Key indicators
Percentage of employees with invisible and visible disabilities in the organisation.
Recruitment rate on employees with disabilities during the last 12 months
Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people
69,800
i.e. 0.35% of purchases
● 0.17%
● 0.18%
Accessibility rate ...
Accessibility rate of organisation sites (all establishments in France and head office in France of which you are the owner) as a percentage.
... in the organisation reference website
100%
89%
92%
75%
82%
79%
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
*UA = Unavailable
Strengths
Governance
Il existe une personne référente sur le handicap dans l'organisation.
Awareness
Mise en place de partenariats avec des associations externes spécialisées sur le handicap.
Areas of improvement
Governance
Taux d’emploi direct (personnes réellement employées en situation de handicap/ effectif salariés total ) inférieur à 2%.
Recruitment
Pas encore de démarche spécifique en phase de recrutement pour trouver des candidats en situation de handicap.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet du handicap dans l'organisation est inférieur à 20%.
Recommended goals
Governance
Carrying out a complete diagnosis (recurrent recruitment / situation of hardship / occupational health analysis) on disability thanks to players such as Agefiph.
Governance
Implement training for human resources, recruitment and management staff on disability bias and stereotypes.
Recruitment
Develop a proactive approach to attract and recruit people with disabilities. Create partnerships with organisations to source and recruit people with disabilities.
Awareness
Organize awareness-raising events (conferences, workshops, testimonials, etc.) on the various forms of disability (visible, invisible, neurodiversity, chronic illness) for employees.
Include disability prevention for employees (occupational risks, risk factors for chronic illnesses) in awareness-raising sessions and communicate on the accommodations and measures available.
Include disability prevention for employees (occupational risks, risk factors for chronic illnesses) in awareness-raising sessions and communicate on the accommodations and measures available.
Purchases
Pursue your commitment to inclusive purchasing from the adapted and protected sector. Carry out a diagnosis of the actions in favour of the inclusion of people with disabilities in the companies in your ecosystem.
Ethnicity
Mixity score
Olympus France
Medium score in my sector
Medium score in all companies
Key indicators
Number of nationalities in the organisation
16
Number of nationalities in the Board of Directors
2
Number of nationalities in the Executive Commitee
1
Recruitment rate on employees from the priority areas of city Policy and rural areas
Percentage of trainees and/or internship from the priority areas of city Policy and rural areas
Percentage of people with a nationality other than French in the total workforce
Percentage of people with a nationality other than French within managers
*UA = Unavailable
Strengths
Recruitment
The rate of recruitment from the QPV (Quartiers Prioritaires de la Ville) or the ZRR (Zones de Revitalisation Rurale) is higher than 10%.
Awareness
Existence de partenariats avec des associations externes spécialisées sur la diversité d'origine culturelle et/ou sociale (adhésion, financement, mécénat de compétence, dons en nature, soutien en communication).
Areas of improvement
Governance
L'organisation n'a pas encore engagé de réflexion autour de la promotion de la diversité de culture ou d'origine dans ses relations extérieures (fournisseurs, prestataires, sous-traitants, etc.)
Recruitment
Pas encore de démarche spécifique pour trouver des candidats issus de la diversité (public éloigné de l'emploi, public issu des quartiers prioritaires de la ville).
Awareness
Pas de documents internes pour sensibiliser à la lutte contre les propos discriminatoires, notamment sur les origines culturelles et/ou sociales..
Recommended goals
Recruitment
Implement an inclusive recruitment system, from the design to the dissemination of offers on specialised websites, in order to promote the social and ethnic diversity of candidates' profiles.
Welcoming 3rd year trainees from the Priority Education Network and trainees and work experience students from Priority City Districts or Rural Revitalization Zones.
Welcoming 3rd year trainees from the Priority Education Network and trainees and work experience students from Priority City Districts or Rural Revitalization Zones.
Awareness
Create spaces for exchange and sharing on multicultural and social issues. Put forward a reference person on cultural and social issues to support employees.
Governance
Include religious issues in the training and awareness programme for managers, recruitment staff and all employees. Formalise documentation on this issue.
Awareness
Continue efforts to support specialised organisations and associations by establishing partnerships to support the employment of people who are far from employment and refugees.
Offer employees the opportunity to become involved in the inclusion of people who are far from employment through coaching and mentoring.
Offer employees the opportunity to become involved in the inclusion of people who are far from employment through coaching and mentoring.
Purchases
Integrate actions in terms of cultural and social policy in the criteria for the choice of service providers and suppliers. Set up partnerships with companies involved in social integration through economic activity (social integration companies, social integration sites, etc.)
Communication
Communicate externally on the website, job offers, social networks, your commitment to the inclusion of all regardless of social and cultural background.
Generations
Mixity score
Olympus France
Medium score in my sector
Medium score in all companies
Key indicators
Split by generations in the organisation
Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)
Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)
Hiring rate for under 30s from internships and work-study programs
Training rate
... over 55 years
19%
... under 25 years
63%
… of all staff
63%
Number of interns and work-study students recruited in the last 12 months
7
Middle age ...
*UA = Unavailable
Strengths
Worklife balance
Mise en place d'une politique de mécénat de compétences en lien avec des associations, notamment dans le cadre d'un accord d'organisation ou d'un dispositif temps partiel seniors.
Areas of improvement
Career development
Pas encore de dispositif de tutorat jeunes -séniors au sein de l'organisation.
Recommended goals
Career development
Define the company's key competences and the people who hold them and the target people who could benefit from them. Encourage the transfer of skills between generations with a mentoring and reverse mentoring programme between young and old within the company.
Career development
Define scenarios for managing staff departures/arrivals according to the specificities of your age pyramid for the next 3 to 5 years.
Recruitment
Implement actions to attract people under 30 years of age and increase their hiring rate compared to the total number of employment contracts.
Worklife balance
Strengthen actions to encourage people over 45 to remain in employment (adjustment of working hours and posts, part-time work, etc.) and define quantified targets for remaining in employment.
Worklife balance
Tracking absenteeism by age, gender and department in order to identify possible organisational problems and make adjustments.
Training
Accurately track the rate of training by age, gender, SPC and department to enable employees (f/h/nb) to develop their skills throughout their career.
LGBT+
Mixity score
Olympus France
Medium score in my sector
Medium score in all companies
Key indicators
Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months
0
Percentage of employees made aware about LGBT topics
*UA = Unavailable
Strengths
Governance
Olympus became a member of the Other Circle in order to support the association in signing the LGBT charter.
Governance
HR staff are trained in accompanying a gender transition.
Worklife balance
Existence d'au moins une personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur les sujets d'orientation sexuelle / identité et expression du genre si nécessaire.
Areas of improvement
Awareness
No internal awareness-raising documents mentioning the fight against homophobic comments or attitudes.
Awareness
Pas d'ateliers, conférences, prises de paroles, témoignages sur le sujet LGBT+ sur les 12 derniers mois.
Recommended goals
Governance
Implement a process to raise awareness among managers and HR staff about stereotypes on sexual orientation and gender identity.
Governance
Formalise and disseminate materials to raise awareness of biases and stereotypes related to gender identity and sexual orientation and to combat homophobic attitudes and language.
Awareness
Create spaces for exchange in favour of the inclusion of LGBT+ people and allow employees to propose actions. Highlighting LGBT role models or allies to encourage people to speak out on these issues.
Governance
Establish flexibility in internal identity (signature, badge, uniform...) to ensure the well-being of non-binary or transitioning employees.
Communication
Integrate LGBT issues into internal and external communication campaigns on diversity and inclusion. Participate in events to promote your commitments and actions.