Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Diag
SII

Diversity & Inclusion Score

63/100


Gender

80%

Disability

74%

Ethnicity

35%

Generations

57%

LGBTQIA+

48%

Logo Mixity

Principal diversity and inclusion indicators

Transversal

88%

Gender

80%

Disability

74%

Ethnicity

35%

Generations

57%

LGBTQIA+

48%

Transversal


Mixity score

SII

Medium score in my sector

Medium score in all companies

Key indicators

Number of persons in the organisation

Icone people
 260 

Percentage of managers trained and/or made aware on non-discrimination during the last 24 months

*UA = Unavailable

Strengths

Governance
L'entreprise est signataire de la Charte de la Diversité.
Governance
The company has implemented a non-discrimination policy, including a training program or course aimed at all of its management staff.
Governance
The management of the company is committed to building an inclusive communication: communication on working conditions encouraging work / personal life balance - advantages of parenting, teleworking, autonomy, respect for differences.

Areas of improvement

Recruitment
La communication des valeurs d'ouverture à la diversité des profils au sein du processus de recrutement n'est pas encore formalisée.

Recommended goals

Awareness
Etendre le parcours de formation aux stéréotypes et biais de discrimination à l'ensemble des managers et du personnel en charge du recrutement.
Recruitment
Mettre en place des indicateurs pour mesurer le recrutement par genre, âges et services.

Gender


Mixity score

SII

Medium score in my sector

Medium score in all companies

Key indicators

Percentage of women on the Board of Directors

Percentage of women managers in the organisation

French Gender Equality Index

89
 / 100

Rating at the French Gender Equality Index

Actual pay gap between women and men on shifts, job families and comparable ages (in percentage)


1% in favour of men
 Women
 Men

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


25
UA*
11
 Nat. Average.
 2020

*UA = Unavailable

Strengths

Awareness
Existence of awareness-raising or training mechanisms for management and those in charge of recruitment to prevent gender stereotypes.
Work-life balance
The company promotes work / personal life balance. It takes into account the situations of employees with children, by adapting the organization of their work. Examples: flexible working hours, teleworking if compatible with their position, management of sick children, help with childcare, taking school holidays into account.
Communication
The company supports an association or a foundation promoting equality or diversity in organizations.

Areas of improvement

Career development
15% de femmes managers au sein de l'entreprise.
Governance
The proportion of women in management bodies (management committee, operating committee, board of directors) is 17%
Communication
No specific external communication yet on gender equality.

Recommended goals

Communication
Communiquer explicitement sur les engagements en faveur de l'égalité femmes - hommes en externe et en interne. Mettre en avant la volonté de l'entreprise de devenir une entreprise mixte.
Career development
Créer une démarche de gestion de carrière afin d'augmenter le nombre de femmes managers et dans les instances de gouvernance.
Worklife balance
Porter à 30 le nombre de jours de congé accordés au co-parents et signer le Parental Act.
Recruitment
Mettre en place des actions et partenariats pour attirer et recruter des femmes au sein de l'entreprise.

Disability


Mixity score

SII

Medium score in my sector

Medium score in all companies

Key indicators

Percentage of employees with disabilities in the organisation.

Growth rate of the number of employees with disabilies in the organisation for 3 years

UA*

Accessibility rate of the company’s reference website : Report based on https://sii-group.com/fr-FR

Accessibility rate of organisation sites (all establishments in France and head office in France of which you are the owner) as a percentage.

Number of employees who have benefited from a program or training in diversity and inclusion and / or the fight against discrimination (explicitly mentioning the disability component)

100

*UA = Unavailable

Strengths

Governance
Existence of a disability referent within the organization.
Partnership
The company has set up partnerships with external associations specializing in disability.
Communication
Existence of an external communication on the company's commitment to the topic of disability.
Working conditions
Existing system to adapt the work environment and facilitate the reclassification of an employee with an occupational health problem.

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Areas of improvement

Purchases
La démarche d'achat auprès des prestataires ou indépendants du secteur adapté / protégé existe mais n'est pas encore formalisée dans l'entreprise.
Recruitment
Job offers are not posted yet on specialized sites and / or with partners specialized in recruiting people with disabilities.

Recommended goals

Purchases
Poursuivre la sensibilisation des personnes en charge des achats dans l'entreprise afin de favoriser les fournisseurs et prestataires du secteur adapté / protégé et formaliser le dispositif d'achat inclusif.
Recruitment
Instaurer une démarche pro-active en phase de recrutement pour trouver des candidats en situation de handicap. Travailler sur la conception, la diffusion des offres et les entretiens de recrutement afin que l'ensemble du processus permettent l'inclusion des personnes en situation de handicap.
Recruitment
Diffuser les offres d'emploi sur des sites spécialisés et/ou auprès de partenaires spécialisés sur le recrutement de personnes en situation de handicap notamment en lien avec les personnes neurodiverses (autisme, dyslexie...)

Ethnicity


Mixity score

SII

Medium score in my sector

Medium score in all companies

Key indicators

Number of nationalities in the organisation

Icone earth
 5

Number of nationalities in the organisation leadership

Icone earth
 1

Recruitment rate on trainees and/or internship from the priority areas of city policy

Estimated employment rate of person from social and/or ethnical minorities

*UA = Unavailable

Strengths

No strength

Areas of improvement

Recruitment
La conception et la diffusion des offres d'emploi n'encouragent pas encore le recrutement des personnes issues de la diversité sociale et culturelle.
Governance
The company has not developed actions yet to recruit interns and / or work-study students from areas of city policy.
Partnership
The company has not yet established a partnership with external associations specializing in diversity.
Purchases
The company has not introduced yet an approach to promote diversity in its external relations (suppliers, service providers, subcontractors, etc.).
Communication
No regular external communication yet on the company's commitment to the subject of diversity.

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Recommended goals

Governance
Communiquer en externe sur l'engagement de l'entreprise sur le sujet de la diversité d'origine sociale et/ou ethnique.
Purchases
Promouvoir la diversité et l'inclusion dans les relations extérieures avec les prestataires et fournisseurs. Intégrer des critères de diversité et inclusion au sein des processus d'achat.
Recruitment
Mettre en place un dispositif de recrutement inclusif, de la conception à la diffusion des offres sur des sites spécialisés afin de favoriser la diversité sociale et ethnique des profils des candidats.
Recruitment
Mettre en place des actions et partenariat pour attirer et recruter des stagiaires et alternant.e.s issu.e.s des quartiers prioritaires de la politique de la ville.

Generations


Mixity score

SII

Medium score in my sector

Medium score in all companies

Key indicators

Split by generations in the organisation

Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)

Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)

*UA = Unavailable

Strengths

Governance
The company has put in place a skills sponsorship policy in connection with associations, in particular within the framework of a company agreement or a part-time seniors scheme.
Training
The company has developed a culture of training throughout the career.

Areas of improvement

Recruitment
1% de seniors de plus de 55 ans au sein de l'entreprise.
Governance
There is not yet any monitoring of the age pyramid within the company.
Recruitment
The company has not implemented yet a policy of hiring apprentices.
Training
There is no young - senior tutoring system yet within the company.

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Recommended goals

Governance
Formaliser le suivi d'une pyramide des âges par genres et métiers.
Worklife balance
Développer des actions pour accompagner les aidants (collaborateurs (F/H) qui prennent soin d'un proche en perte d'autonomie) au sein de l'entreprise.
Recruitment
Mettre en place des actions pour recruter des personnes de plus de 45 ans.

LGBTQIA+


Mixity score

SII

Medium score in my sector

Medium score in all companies

Key indicators

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

Icone megaphone
 0

Number of employees who have benefited from a program or training in diversity and inclusion and / or the fight against discrimination (explicitly mentioning the LGBT + component)

Icone megaphone
 0

*UA = Unavailable

Strengths

Governance
Generally speaking, the HR policy is identical for all employees, LGBT + included.
Governance
L'entreprise a mis en place un dispositif de sanction si l'organisation venait à être confrontée à des propos ou attitudes homophobes.
Awareness
Existence within the organization of training for managers explicitly integrating stereotypes related to sexual orientation / gender identity and expression.

Areas of improvement

Governance
Pour le moment, les sujets liés à l'orientation sexuelle et/ou l'identité de genre n'ont pas été abordés au sein de la direction et des services RH.
Governance
L'entreprise n'a pas encore nommé 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.
Communication
There is no internal document yet to raise awareness of the fight against homophobic comments and / or attitudes.
Awareness
The company has not set up yet a sponsorship or support process for organizations representing LGBT + people.

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Recommended goals

Governance
Mettre en place une démarche de soutien aux organisations représentatives des personnes LGBT+ (mécénat, dons, partenariat...).
Inclure les sujets LGBT+ dans la prise de parole publique liée à la diversité et à l'inclusion.
Communication
Communiquer régulièrement en interne sur l’ouverture de la direction envers les personnes LGBT+ et nommer un.e référent.e formé.e pour être l'interlocuteur privilégié pour les sujets LGBT+ dans l'entreprise.
Awareness
Mettre en place une démarche de formation des managers pour déconstruire les stéréotypes d'identité de genre et d'orientation sexuelle.
Awareness
Elaborer un parcours de sensibilisation pour l'ensemble des collaborateurs.
En complément, formaliser et diffuser des documents:
- aux biais et stéréotypes liés à l'identité de genre et à l'orientation sexuelle.
- à la lutte contre les attitudes ou propos homophobes.
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