SII
sii-group.com/fr-FR
Business services, studies, consulting
Year of creation :
1999
Business services, studies, consulting
Number of employees : 260
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Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
SII
Medium score in my sector
Medium score in all companies
Key indicators
Number of employees in the company
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 to reach over more or less 3 years
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 Executive
Percentage of women managers in the company
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 company
11
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 to reach over more or less 3 years
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.
Work life 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.
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Disability
Mixity score
SII
Medium score in my sector
Medium score in all companies
Key indicators
Percentage of employees with disabilities in the company.
Growth rate of the number of employees with disabilies in the company for 3 years
UA*
Accessibility rate of the company’s reference website : Report based on https://sii-group.com/fr-FR
Accessibility rate of company 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.
Partnerships : 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 to reach over more or less 3 years
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 company
5
Number of nationalities in the company leadership
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.
Partnerships : 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 to reach over more or less 3 years
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.
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Generations
Mixity score
SII
Medium score in my sector
Medium score in all companies
Key indicators
Split by generations in the company
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 to reach over more or less 3 years
Governance : Formaliser le suivi d'une pyramide des âges par genres et métiers.
Work life 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.
LGBT+
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 LGBT+ inclusion
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)
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 to reach over more or less 3 years
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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