Diversity Recruit | The first 360° approach to inclusive recruitment

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Orange

orange.com
IT and telecom

Description of the activity :

Orange is one of the world's leading telecommunications operators. As of 12/31/2019, the Group achieved a turnover of 42 billion euros, served 266 million customers and had 147,000 employees, including 87,000 in France.

In 2019, Orange adopted its new Engage 2025 strategic plan, which, guided by social and environmental exemplarity, aims to reinvent its job as an operator. While accelerating in growth areas and areas and by placing data and AI at the heart of its innovation model, Orange intends to be an attractive and responsible employer, adapted to emerging businesses. Its raison d'être "Orange is a trusted actor who gives each and everyone the keys to a responsible digital world" is incorporated into the articles of association.

Year of creation : 1991
Number of employees : 75,000
Mixity Diag
Orange

Diversity & Inclusion Score

87/100


Gender

83%

Disability

90%

Ethnicity

78%

Generations

89%

LGBTQIA+

91%

Logo Mixity

Le référentiel Mixity est mis à jour tous les ans afin de pouvoir accompagner au mieux les entreprises, ainsi, une diminution de scores ne signifie pas une diminution des résultats mais simplement une augmentation de l'exigence de l'évaluation. Il est essentiel de développer nos outils pour accélérer encore davantage la diversité et l'inclusion dans les organisations.

Testimony

"

Orange is convinced of the benefits of diversity and inclusion, both in terms of its economic performance and the well-being of its teams.

The Group's Diversity & Inclusion policy is part of its strategic plan. It strives to welcome and develop all talents, sets up the conditions for a quality employee experience and encourages the societal commitment of its employees.

This policy is based on a vision in which management operates in a climate of benevolence, to promote inclusion and working well together: "At Orange, only skills count".

"

Labels and certifications

Charte Cancer@Work Charte des 15 engagements pour l’équilibre des temps de vie de l'observatoire de la qualité de vie au travail Charte du Réseau mondial sur l’entreprise et le handicap de l’OIT Initiative STOPE pour lutter contre le sexisme ordinaire en entreprise La charte de la Diversité La charte de la Parentalité La charte d’engagement LGBT+ de l'Autre Cercle Le label Gender Equality – European Standard (GEES) Le label Gender Equality – International Standard - Diversité (GEEIS Diversity)

Principal diversity and inclusion indicators

Transversal

89%

Gender

83%

Disability

90%

Ethnicity

78%

Generations

89%

LGBTQIA+

91%

Transversal


Mixity score

Orange

Medium score in my sector

Medium score in all companies

Key indicators

Number of persons in the organisation

Icone people
 69,604 

Rate of employees satisfied with the D&I policy

 80% 
 73% 
 80% 
Répondants (f/h/nb) estimant que les actions pour favoriser les diversités et l'égalité des chances sont efficaces.

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

Percentage of new arrivals in the organisation made aware to inclusion and non-discrimination

within 3 months of recruitment

Percentage of parents and caregivers identified in the organisation

 Percentage of parents with dependent children
 Percentage of caregivers supporting a relative with a loss of autonomy
 Percentage of employees identified as caregivers or parents

 29% 
 14% 
 57% 

The organisation promotes the pro-personal life balance of employees including parents and caregivers with the following actions ...


Flexibilité des horaires

Charte de télétravail pour les postes compatibles

Gestions des enfants malades

Prise en compte des vacances scolaires

Dispositif de soutien aux aidants

Autres

*UA = Unavailable

Strengths

Awareness
Content available on all themes (internal Diversity & Inclusion social network, webinars, board games, dedicated days, etc.)
Governance
La présentation d’un rapport sur les indicateurs de performance D&I en réunion de Direction (Comex, Codir, ...) est réalisée au moins une fois par an
Governance
L'entreprise a engagé une démarche de promotion de la diversité dans ses relations extérieures (fournisseurs, prestataires, sous-traitants, etc.)
Recruitment
L'entreprise a intégré la dimension Diversité et Inclusion au sein d'une grille de soft skills (compétences comportementales) liée au recrutement et/ou à la promotion des managers.

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Areas of improvement

Awareness
Le taux de managers ayant suivi un parcours de formation à la lutte contre les discriminations dans les 2 dernières années est inférieur à 10%.
Awareness
Le taux de personnel en charge du recrutement 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

Awareness
Provide more frequent training for managers and recruiters on inclusive practices and non-discrimination. Provide the necessary resources (grids, tools, guides...).
Awareness
Monitor the number of employees sensitised, particularly in the first few months after recruitment.
Awareness
To continue with the highlights and exchange times based on Plazza Diversity and Inclusion while integrating new topics. Communicate on all existing resources, pathways and recourses.
Governance
Promote diversity and inclusion in external relations with service providers and suppliers. Integrate diversity and inclusion criteria into the procurement process.
Governance
Continue your commitments and actions on the ethics of dating and the fight against bias in the creation of artificial intelligence algorithms.

Gender


Mixity score

Orange

Medium score in my sector

Medium score in all companies

Key indicators

Split by generations in the organisation

Women

  38%


Men

  62%


Non-binary

  UA*

Percentage of women on the Board of Directors

Percentage of women senior managers in the organisation

Percentage of women on the Executive Committee

Percentage of women managers in the organisation

French Gender Equality Index

94
 / 100

Rating at the French Gender Equality Index

Actual pay gap between women and men (job families and comparable ages)


2% in favour of women
 Women
 Men

Actual pay gap between women and men managers (job families and comparable ages)


4.40% in favour of men
 Women
 Men

Actual pay gap between women and men who are not managers (job families and comparable ages)


1.70% 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


... increased in salary

4.90% in favour of men

... promoted

1.50% in favour of men

Gap between training hours attended by men and women


5.40% in favour of women
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 49% 
 51% 
 UA* 

... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)

 23% 
 77% 
 UA* 

... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)

 56% 
 44% 
 UA* 

Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation


25
UA*
33
 Nat. Average.
 2021

Percentage of employees made aware of sexual harassment and sexual violence.

*UA = Unavailable

Strengths

Career development
"Hello Women" programme since 2020 to improve gender balance in its technical teams.
Career development
Existence d'un programme de mentoring pour aider les femmes dans leur évolution de carrière.
Worklife balance
Existence de dispositifs pour sensibiliser les pères ou second parent à la prise de leur congé à la naissance de leur enfant.
Recruitment
Existence d'un dispositif pour encourager les équipes de recrutement à présenter une part de femmes et d’hommes parmi les candidats retenus, qui reflète (à compétences, expériences et profils équivalents) au moins celle relevée dans les candidatures reçues.

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Areas of improvement

Career development
Le taux de femmes + non binaires dans les métiers techniques et informatiques est de 23%.

Recommended goals

Career development
Build on existing budgets to increase gender parity at different levels of the company and reduce pay, increment and promotion gaps.
Career development
Continue to pay particular attention to management positions and positions of responsibility so that women have the same access to them and evolve under the same conditions in view of your 2024 objectives. Build on your existing mentoring initiatives.
Gender balance in the workforce
Continue actions to promote gender equality in technical teams: "Hello Women" programme, targeted recruitment campaigns, encouragement to present as many women as men at interviews, internships and work experience schemes, etc.
Awareness
Strengthen employee awareness of gender-based and sexual violence by ensuring that this is done with sufficient frequency. Relay existing guides.
Governance
To propose new policies focusing on menstruation and menopause in a pioneering way.

Disability


Mixity score

Orange

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

Split by generations in the organisation

 Woman
 Man
 Non-binary

 45% 
 55% 
 UA* 

Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people

Icone money
 17,600,000
i.e. UA* of purchases
● 0.39%   ● UA*

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.
 100% 
 100% 
 92% 
... in the organisation reference website
 91% 
 81% 
 87% 

Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability

*UA = Unavailable

Strengths

Recruitment
In the recruitment phase, existence of a pro-active approach to find candidates with disabilities and neurodiverse.
Governance
Diagnostic réalisé a minima sur les éléments suivants dans les 5 dernières années : recrutements récurrents/situation de pénibilité/ analyse santé au travail.
Worklife balance
L'entreprise mène des actions en coordination avec la médecine du travail ou des partenaires externes pour réduire le risque de perte d’emploi pour raisons de santé.
Awareness
Les actions de sensibilisation intègrent la prévention du handicap des salariés (risques professionnels, facteurs de risques des maladies chroniques : sédentarité, alimentation, addictions).

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Areas of improvement

Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet du handicap dans l'entreprise est inférieur à 20%.

Recommended goals

Governance
Carry out a complete diagnosis on disability: access to buildings, recurrent recruitment / situation of hardship / analysis of health at work.
Recruitment
Establish partnerships with associations specialising in the recruitment and support of people with disabilities (mental disorders, neurodiversity).
Awareness
Raising awareness of all employees on a more regular basis on the subject of visible and invisible disabilities, neurodiversity, mental health and chronic diseases.

Ethnicity


Mixity score

Orange

Medium score in my sector

Medium score in all companies

Key indicators

Number of nationalities in the organisation

Icone earth
 102

Number of nationalities in the Board of Directors

Icone earth
 2

Number of nationalities in the Executive Commitee

Icone earth
 4

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

Executives' rate with a public or semi-public university degree/total Executives cohort

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
L'entreprise accueille des stagiaires de 3ème issus du Réseau d'Education Prioritaire (REP).
Recruitment
Existence de dispositifs spécifiques avec des partenaires de l'emploi, associations, fondations... pour le recrutement de candidats fragilisés ou éloignés de l'emploi.
Worklife balance
Existence d'un management des pratiques religieuses dans l’environnement professionnel (règlement intérieur, guide interne du management...).
Worklife balance
Existence au sein de l'entreprise d'au moins une personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur des sujets liés à la discrimination (origines sociales, culturelles...) si nécessaire.

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Areas of improvement

Governance
Le pourcentage de managers avec une nationalité autre que Française est inférieur à 2%

Recommended goals

Governance
Relaunch internal diagnostics on diversity and inclusion at different stages of recruitment and within the company to identify possible biases (testing, surname analysis, place of residence...).

Offer the necessary tools to enable bias-free recruitment: CV analysis grid, recruitment guide, competency framework, inclusive job offer, etc.
Recruitment
Establish a follow-up of educational institutions and diplomas of recruited persons, especially for positions of responsibility.
Career development
Develop actions to ensure that the diversity of the workforce is represented in positions of high responsibility. Offer support to people with atypical backgrounds.
Partnership
Strengthen existing partnerships for refugees and people who are far from employment. Continue to develop links with students to facilitate diversity in schools and companies.
Awareness
Continue exchanges on international, multicultural and social diversity (Decryptages, Courageous Conversations). Open up awareness-raising to all employees to deconstruct taboos and prejudices.
Purchases
Promote diversity and inclusion in external relations with service providers and suppliers. Integrate diversity and inclusion criteria into the procurement process.

Generations


Mixity score

Orange

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

 72%


... under 25 years

 66%


… of all staff

 79%

Number of interns and work-study students recruited in the last 12 months

Icone graduation_cap
 4,339

Middle age ...

*UA = Unavailable

Strengths

Governance
Existence d'une politique "intergénérationnelle" au sein de l'entreprise.
Governance
Définition de scénarios de gestion des départs/arrivées du personnel en fonction des spécificités de votre pyramide des âges pour les 3 à 5 ans à venir.
Governance
Existence d'un dispositif de transmission des savoirs "critiques" au sein de l'entreprise.
Career development
L’entreprise a développé une culture de formation tout au long de la vie.
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'entreprise ou d'un dispositif temps partiel seniors.

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Areas of improvement

Governance
Generation Z (under 26 years old) represents only 2% of the workforce.

Recommended goals

Recruitment
Strengthen the recruitment of under-30s at Orange. Build on existing partnerships and actions and turn to specialised platforms.
Career development
Track training by age, gender and department to identify needs and maintain your lifelong learning culture.
Career development
Define quantified targets for keeping people over 55 in employment. Strengthen end-of-career support while building on existing processes.
Worklife balance
Continue the accurate monitoring of absenteeism. Communicate more about possible adjustments to all employees, particularly senior employees (part-time work, transition to retirement, increased teleworking).

LGBTQIA+


Mixity score

Orange

Medium score in my sector

Medium score in all companies

Key indicators

Number of employees who make part of the LGBTQIA+ community and/or network

Icone people
 110 

Existence of a network gathering LGBTQIA+ employees or allies


Split by gender in the LGBTQIA+ network

 36% 
 64% 
 UA* 
 Woman
 Man
 Non-binary

Number of actions carried out during the year with LGBT associations

Icone hands
 9

Number of media communication in the past 12 months on LGBTQIA+ inclusion

Icone antenna
 3

Number of social media communication in the past 12 months on LGBTQIA+ inclusion

Icone smartphone
 7

Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months

Icone megaphone
 22

Percentage of employees made aware about LGBTQIA+ topics

*UA = Unavailable

Strengths

Awareness
Mobilisnoo association and national network with resources and events open to the public
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.
Awareness
Existence au sein de l'entreprise d'un dispositif spécifique et/ou d'une démarche de sensibilisation des managers et personnels RH pour accompagner le coming out professionnel des personnes LGBT+.
Awareness
Existence au sein de l'entreprise d'un programme ou dispositif visant à mettre en avant des rôles modèles LGBT+.

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Areas of improvement

Governance
The company does not yet offer the possibility to declare oneself as non-binary.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet LGBT+ dans l'entreprise est inférieur à 20%.

Recommended goals

Governance
Include non-binary people in HR arrangements. Ensure that the methods used for this referencing are respectful and not limited to an 'Other' box.
Governance
Establish flexibility in internal identity (signature, badge, uniform...) to ensure the well-being of non-binary or transitioning employees (f/h/nb).
Awareness
Ensure that management teams are trained in coming-out support and that resources are made available.
Awareness
Reinforce frequent awareness raising among employees (f/h/nb). Do not hesitate to challenge existing knowledge and explore the whole range of LGBTQ+ issues (bisexuality, non-binarity, trans-identity, gender expression...), throughout the year and not only on key days.
Communication
Continue to promote your commitments and partnerships (Mobilisnoo, Têtu Connect, l'Autre Cercle). Communicate transparently internally on the results of the Ifop-Autre Cercle 2022 Barometer and encourage feedback from your teams in order to move the lines.
Communication
Make your commitments visible in the shop throughout the year (Google MyBusiness, Mobilisnoo display...).
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