Orange
orange.com
IT and telecom
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 : 1991Number of employees : 75,000
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Mixity Diag
Orange
Diversity & Inclusion Score
87/100
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
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Transversal
Mixity score
Orange
Medium score in my sector
Medium score in all companies
Key indicators
Number of persons in the organisation
69,604
Rate of employees satisfied with the D&I policy
80%
72%
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
17,600,000
i.e. UA* of purchases
● 0.44%
● 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.
... in the organisation reference website
100%
100%
91%
91%
81%
86%
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
102
Number of nationalities in the Board of Directors
2
Number of nationalities in the Executive Commitee
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.
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
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
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
9
Number of media communication in the past 12 months on LGBTQIA+ inclusion
3
Number of social media communication in the past 12 months on LGBTQIA+ inclusion
7
Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months
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...).
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.