OSTRUM ASSET MANAGEMENT
www.ostrum.com
Banking, Insurance, Financial services
Banking, Insurance, Financial services
Description of the activity :
Acteur responsable, parmi les leaders européens de la gestion institutionnelle, Ostrum Asset Management accompagne ses clients opérant avec des contraintes de passif en leur proposant une offre duale : la gestion d’actifs et la prestation de services dédiés à l’investissement.
1. Ostrum AM est une des premières sociétés de gestion françaises signataire des PRI en 2008. En savoir plus : www.unpri.org.
2. IPE Top 500 Asset Managers 2020 a classé Ostrum AM, au 77e rang des plus importants gestionnaires d’actifs au 31/12/2019. Les références à un classement ne préjugent pas des résultats futurs de la société de gestion.
Mixity Diag
OSTRUM ASSET MANAGEMENT
Diversity & Inclusion Score
85/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Transversal
Mixity score
OSTRUM ASSET MANAGEMENT
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 5 pts
Key indicators
Number of persons in the organisation
365
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
Awareness
L'organisation organise un temps dédié sur le sujet de la diversité et de l'inclusion (jour ou semaine de la diversité)
Governance
L'organisation incite ses parties prenantes (Fournisseurs, prestataires et sous-traitants) à s'engager en faveur de la diversité et de l'inclusion
Worklife balance
L' organisation favorise l'équilibre vie pro/vie perso et prend en compte les situations des collaborateurs (f/h/nb) ayant des enfants, en adaptant l'organisation de leur travail.
Areas of improvement
Recruitment
Lors des entretiens de recrutement, l'organisation ne communique pas encore sur les valeurs de diversité et d'inclusion.
Recommended goals
Governance
Train the person in charge of purchasing in inclusion issues.
Incorporate diversity and inclusion criteria into purchasing decisions to encourage the main suppliers and service providers to make a commitment.
Incorporate diversity and inclusion criteria into purchasing decisions to encourage the main suppliers and service providers to make a commitment.
Recruitment
Communicating the company's values in terms of diversity and inclusion throughout the recruitment process (job advert, website, recruitment interview, employee induction (f/h/nb))
Awareness
Continue manager training to ensure that all managers are trained within three years.
Include inclusive management in the manager appraisal grid (f/h/nb)
Include inclusive management in the manager appraisal grid (f/h/nb)
Gender
Mixity score
OSTRUM ASSET MANAGEMENT
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 3 pts
Key indicators
Split by generations in the organisation
Women
39%
Men
61%
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
99
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men (job families and comparable ages)
0.70%
in favour of men
Women
Men
Actual pay gap between women and men managers (job families and comparable ages)
7.50%
in favour of women
Women
Men
Actual pay gap between women and men who are not managers (job families and comparable ages)
1.90%
in favour of men
Women
Men
Percentage of women in the top 10 wages
Gap between the portion of women and men with a salary increase
Femmes
Hommes
12%
in favour of women
Split by gender...
Women
Men
Non-binary
… in Sales/Sales/Customer Service Functions
52%
48%
0%
... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)
30%
70%
0%
... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)
47%
53%
0%
Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation
25
UA*
25
Nat. Average.
2023
Percentage of employees made aware of sexual harassment and sexual violence.
Campagne de sensibilisation vidéo aux stéréotypes de genre et sexisme - Cas pratiques micro-agression sexistes pour les 98 leaders - Video rôle modèle féminin
*UA = Unavailable
Strengths
Gender balance in the workforce
Member of the 30% Investor Group Club to promote greater gender diversity in SBF120 management teams
Career development
Existence d'un programme de mentoring pour aider les femmes dans leur évolution de carrière.
Awareness
L'organisation a déployé une communication interne et/ou externe sur l’égalité professionnelle femmes-hommes.
Areas of improvement
Career development
l'organisation n'a pas encore instauré de politique de transparence des grilles de salaires
Recruitment
Pas encore de démarche mixité relative aux offres d’emploi incluant leurs visuels;conçues et rédigées de façon à s’adresser aussi bien aux femmes et aux hommes.
Recommended goals
Awareness
Continue to raise awareness of gender stereotypes and ordinary sexism.
Accurately track the number of people reached by these awareness-raising initiatives.
Accurately track the number of people reached by these awareness-raising initiatives.
Compensation and benefits
Introduce a policy of transparency in internal pay scales.
Recruitment
Continue to promote the recruitment of women in the company's least gender-balanced professions.
Enable women in generally male-dominated professions to work with girls in educational establishments.
Enable women in generally male-dominated professions to work with girls in educational establishments.
Disability
Mixity score
OSTRUM ASSET MANAGEMENT
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 9 pts
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
0
i.e. UA* of purchases
● 0.16%
● 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%
67%
89%
60%
72%
77%
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
27% de personnes formées sur le sujet du handicap (atelier, e-learning) - 76% de personnes sensibilisées par une publication vidéo témoignage sur le handicap
*UA = Unavailable
Strengths
Worklife balance
Le taux d'accessibilité des sites de l'organisation (tous établissements France et siège France) est supérieur à 90%.
Worklife balance
L'organisation a prévu un dispositif ou est capable d'adapter l'environnement de travail et de faciliter le reclassement d'un salarié ayant un problème de santé au travail.
Awareness
Existence d'une communication interne et/ou externe sur l'engagement de l'organisation sur le sujet du handicap.
Areas of improvement
No area of improvement
Recommended goals
Working conditions
Set up an in-depth analysis of the website's accessibility.
Raise awareness of accessibility issues among the people responsible for developing the platform.
Raise awareness of accessibility issues among the people responsible for developing the platform.
Awareness
Integrate chronic illness, neurodiverity and mental health issues into communication and awareness campaigns.
Communication
Continue to communicate internally and externally throughout the year on Ostrum's commitment to the inclusion of people with disabilities.
Ethnicity
Mixity score
OSTRUM ASSET MANAGEMENT
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 1 pts
Key indicators
Number of nationalities in the organisation
13
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
Awareness
Existence de documents internes pour sensibiliser à la lutte contre les propos discriminatoires, notamment sur les origines culturelles et/ou sociales..
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).
Recommended goals
Recruitment
Set up initiatives to attract applications from people with atypical backgrounds.
Distribute job offers to partners working to promote social inclusion.
Distribute job offers to partners working to promote social inclusion.
Worklife balance
Organise in-house workshops with volunteers to discuss social and cultural diversity issues.
Partnership
Take part in events in the QPV areas to promote employment.
Set up partnerships with specialised organisations such as local missions or associations.
Set up partnerships with specialised organisations such as local missions or associations.
Communication
Communicating internally about the existing commitment to equal opportunities.
Communicate externally the company's commitment to recruiting people with varied profiles.
Communicate externally the company's commitment to recruiting people with varied profiles.
Generations
Mixity score
OSTRUM ASSET MANAGEMENT
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 2 pts
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
87%
... under 25 years
91%
… of all staff
100%
Number of interns and work-study students recruited in the last 12 months
17
*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
Recruitment
Le taux des contrats de travail des jeunes de moins de 25 ans (y compris les alternants, contrats d'apprentissage et contrats professionnels) est inférieur à 10%.
Recommended goals
Recruitment
Strengthen initiatives to help young people through work-linked training schemes and first jobs.
Set recruitment targets for people under 30.
Set recruitment targets for people under 30.
Career development
Mapping the company's key skills.
Offer employees (f/h/nb) the opportunity to take part in skills transfer sessions.
Offer employees (f/h/nb) the opportunity to take part in skills transfer sessions.
LGBTQIA+
Mixity score
OSTRUM ASSET MANAGEMENT
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 20 pts
Key indicators
Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months
4
Percentage of employees made aware about LGBTQIA+ topics
*UA = Unavailable
Strengths
Governance
The organisation took part in the LGBTQIA+ role models of the association l'Autre Cercle.
Governance
L'organisation a mis en place une démarche de mécénat ou de soutien auprès d’organisations représentatives des personnes LGBT+.
Awareness
Existence de documents internes pour sensibiliser à la lutte contre les propos ou les attitudes homophobes.
Areas of improvement
Worklife balance
Pas encore de 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.
Recommended goals
Worklife balance
Appoint and train a resource person on LGBTQIA+ issues.
Governance
Continue to organise discussion forums and internal communication on LGBTQIA+ issues.
Ensure that human resources staff are aware of LGBTQIA+ issues, particularly gender identity.
Ensure that human resources staff are aware of LGBTQIA+ issues, particularly gender identity.
Awareness
Integrate LGBTQIA+ issues into training programmes for managers and recruiters.
Communication
Continue to communicate the company's commitment and position on LGBTQIA+ issues.