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Mixity Diag
Simplon.co
Diversity & Inclusion Score
58/100
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
Simplon.co
Medium score in my sector
Medium score in all companies
Key indicators
Number of persons in the organisation
190
Percentage of managers trained and/or made aware on non-discrimination during the last 24 months
*UA = Unavailable
Strengths
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
Governance
The company has not yet implemented a non-discrimination policy, including a training program or course aimed at all of its management staff.
Governance
The company is not yet a signatory of a convention, specific charter, labeling promoting non-discrimination and equal opportunities
Governance
The company does not communicates yet specifically on its website (Commitments / Values / About and / or dedicated content section) on its commitments in terms of diversity and inclusion.
Recommended goals
Governance
Formaliser une politique RH en faveur de la diversité et de l'inclusion.
Governance
Communiquer en externe vos valeurs d'ouverture et vos engagements en faveur de la diversité et de l'inclusion (site internet, prise de parole publique, signature de charte, entretiens de recrutement)
Awareness
Mettre en place un dispositif de formation du personnel encadrant et de recrutement aux stéréotypes et à la lutte contre les discriminations.
Gender
Mixity score
Simplon.co
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
68
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men on shifts, job families and comparable ages (in percentage)
1.10%
in favour of men
Women
Men
Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation
11
UA*
31
Nat. Average.
2020
*UA = Unavailable
Strengths
Governance
The proportion of women in management bodies (management committee, operating committee, board of directors) is 59%
Work-life balance
L'entreprise propose un congé du second parent supérieur à la réglementation qui prévoit 11 jours à la naissance d'un enfant.
Recruitment
The human resources teams have introduced a gender diversity approach to job offers - including their visuals - designed and written to appeal to both women and men.
Areas of improvement
Promotion
The percentage of women increased after maternity leave (1 year max) is less than 100%.
Gender balance in the workforce
The company has not implemented yet communication and recruitment actions to promote gender diversity in positions where women - or even men - are under-represented.
Awareness
No awareness-raising or training mechanisms yet for management and those in charge of recruitment to prevent gender stereotypes.
Communication
No specific external communication yet on gender equality.
Communication
The company does not supports yet an association or a foundation promoting equality or diversity in organizations.
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Recommended goals
Governance
Créer un comité parité interne, assurer le suivi des indicateurs de la mixité et veiller à les faire progresser notamment l'index d'égalité femmes - hommes avec l'objectif d'atteindre le score de 75/100.
Communication
S'engager visiblement en faveur de l'égalité femmes - hommes auprès de ses relations extérieures et promouvoir la place des femmes dans le numérique.
Awareness
Mettre en place une politique de non-discrimination afin de former les équipes encadrantes, celles de recrutement et l'ensemble des collaborateurs aux biais et stéréotypes de genre.
Recruitment
Mettre en place des actions de recrutement qui favorisent la mixité dans les métiers dits “non-mixtes” de l’entreprise.
Disability
Mixity score
Simplon.co
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
= 0%
Accessibility rate of the company’s reference website : Report based on https://simplon.co/
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)
0*UA = Unavailable
Strengths
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.
Areas of improvement
Governance
No disability referent yet within the organization.
Recruitment
Job offers are not posted yet on specialized sites and / or with partners specialized in recruiting people with disabilities.
Awareness
Employees have not been made aware yet of stereotypes about disability.
Working conditions
No existing mechanism yet to adapt the work environment and facilitate the reclassification of an employee with an occupational health problem.
Working conditions
Le taux d'accessibilité des sites de l'entreprise (tous établissements France et siège France) est inférieur à 50%.
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Recommended goals
Governance
Intégrer l'aspect handicap à la politique RH de l'entreprise.
Working conditions
Formaliser un dispositif pour adapter l'environnement de travail et faciliter le reclassement d'un.e salarié.e ayant un problème de santé au travail.
Nommer un référent handicap dans l'entreprise pour être l'interlocuteur principal sur le sujet du handicap."
Nommer un référent handicap dans l'entreprise pour être l'interlocuteur principal sur le sujet du handicap."
Ethnicity
Mixity score
Simplon.co
Medium score in my sector
Medium score in all companies
Key indicators
Number of nationalities in the organisation
12
Number of nationalities in the organisation leadership
3
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
Governance
Le taux des contrats de stages/alternance de candidat.e.s issu.e.s des quartiers de la politique de la ville est supérieur à 7%.
Recruitment
Job offers include a mention of openness to profiles of people from diverse backgrounds.
Communication
Existence of regular external communication on the company's commitment to the subject of diversity.
Areas of improvement
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.).
Recruitment
Job offers are not posted yet on specialized sites and / or with partners specialized in recruiting people from diverse backgrounds.
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Recommended goals
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.
Awareness
Mettre en place des actions (ateliers, conférences, partenariat) pour sensibiliser les managers et partager les expériences multiculturelles des collaborateurs.
Recruitment
Poursuivre les actions pour attirer et recruter des stagiaires et alternant.e.s issu.e.s des quartiers prioritaires de la politique de la ville.
Recruitment
Former les recruteurs aux biais discriminants et diffuser les offres d'emplois sur des sites ou auprès de partenaires spécialisés dans le recrutement inclusif pour atteindre une plus grande diversité de profil et de parcours au sein de nos équipes.
Generations
Mixity score
Simplon.co
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
Recruitment
The company has implemented a policy of hiring apprentices.
Training
The company has developed a culture of training throughout the career.
Areas of improvement
Recruitment
La pyramide des âges de l'entreprise est déséquilibrée chez les jeunes et les seniors.
Governance
The company has not yet 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
There is no young - senior tutoring system yet within the company.
Recommended goals
Worklife balance
Mettre en place une politique de mécénat de compétences en lien avec des associations afin de faciliter l'accès des personnes éloignées de l'emploi au numérique.
Training
Favoriser le transfert de compétence entre les générations avec un programme de tutorat jeunes - séniors au sein de l’entreprise
Recruitment
Mettre en place des actions pour attirer et recruter des personnes situées aux extrémités de la pyramide des âges.
LGBT+
Mixity score
Simplon.co
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.
Areas of improvement
Governance
L'entreprise n'a pas de dispositif de sanction si l'organisation venait à être confrontée à des propos ou attitudes homophobes.
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.
Awareness
No training for managers yet to prevent stereotypes related to sexual orientation / gender identity and expression.
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...).
Awareness
Formaliser le dispositif de sanction et diffuser des documents pour sensibiliser à la lutte contre les attitudes ou propos homophobes.
Awareness
Mettre en place une démarche de formation des managers et des recruteurs pour déconstruire les stéréotypes d'identité de genre et d'orientation sexuelle.
Awareness
Sensibiliser l'ensemble des collaborateurs par l'intermédiaire de conférences et de documents mentionnant les biais et stéréotypes liés à l'identité de genre et à l'orientation sexuelle.