SOCAPS
www.socaps.coop/
Business services, studies, consulting
Business services, studies, consulting
Description of the activity :
Depuis 1984, nous nous sommes forgés une solide expérience dans le design, l’assemblage, l’installation et la maintenance d’équipements de process et de conditionnement pour tout type de produit agro-alimentaire.
Nous fournissons des solutions ponctuelles ou des projets clé-en-main à tout niveau de vos lignes de production : process agro-alimentaire, emballage primaire & secondaire, impression et marquage, systèmes de manutention et de stockage.
Forts de notre expérience historique dans l’industrie agro-alimentaire, nous avons développé depuis 15 ans des compétences spécifiques dans l'industries de la Santé et des Cosmétiques, la robotique & Intralogistique et les Technologies Responsables « Cleantech ».
Mixity Diag
SOCAPS GROUP
Diversity & Inclusion Score
72/100
Testimony
"
"
Mixity nous a permis de prendre conscience de nos points forts et de nos axes de progrès sur les thématiques de la diversité. Nous avons réalisé notre première évaluation en 2021; grâce aux recommandations nous avons mis en place un plan d'action couvrant chaque pilier puis des groupes de travail se sont créés en interne intégrant les collaborateurs au projet. L'investissement de chacun nous a permis d'améliorer considérablement nos résultats sur cette nouvelle évaluation 2023.
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Transversal
Mixity score
SOCAPS GROUP
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 38 pts
Key indicators
Number of persons in the organisation
1,051
Rate of employees satisfied with the D&I policy
54%
72%
79%
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
49%
0%
51%
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
✓ Autres
✗ Dispositif de soutien aux aidants
*UA = Unavailable
Strengths
Awareness
The company organises monthly times dedicated to diversity and inclusion issues.
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.)
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
Continue to regularly survey employees on the company's Diversity and Inclusion policy in order to better respond to needs: feeling of inclusion, satisfaction with actions, knowledge of systems, inappropriate behaviours, ideas and good practices...
Governance
Strengthen your commitment to suppliers and service providers (specifications, charter, etc.) to encourage them to commit to diversity and inclusion in all areas.
Awareness
Ensure the deployment of your D&I training course to the people in charge of management and recruitment. Providing neutral recruitment tools (CV analysis grid, skills repository, standard job offers, recruitment and interview guide).
Governance
Continue to communicate online and externally about your commitments to diversity and inclusion and quality of work life. Highlight your Mixity footprint, scores and targets to be transparent about your practices and promote your efforts.
Gender
Mixity score
SOCAPS GROUP
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 21 pts
Key indicators
Split by generations in the organisation
Women
2.85%
Men
97%
Non-binary
0%
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
UA*
Rating at the French Gender Equality Index
Actual pay gap between women and men (job families and comparable ages)
0%
Women
Men
Actual pay gap between women and men managers (job families and comparable ages)
10%
in favour of men
Women
Men
Actual pay gap between women and men who are not managers (job families and comparable ages)
7%
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
... increased in salary
0%
... promoted
0%
Gap between training hours attended by men and women
0%
Women
Men
Split by gender...
Women
Men
Non-binary
… in Sales/Sales/Customer Service Functions
13%
87%
0%
... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)
1%
99%
0%
... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)
80%
20%
0%
Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation
25
UA*
25
Nat. Average.
2022
Percentage of employees made aware of sexual harassment and sexual violence.
*UA = Unavailable
Strengths
Work-life balance
Socaps has set up a working group on parenting which has put in place strong actions.
Career development
Des objectifs et/ou des actions sont définis pour recruter des femmes ou des hommes dans les métiers "non-mixtes".
Awareness
Soutien à une association ou une fondation favorisant l'égalité ou la diversité dans les organisations.
Areas of improvement
Compensation and benefits
The gender pay gap for managers is 10%.
Recommended goals
Compensation and benefits
Continue to monitor pay, increment and promotion gaps by gender in order to further reduce gender gaps. If necessary, implement corrective actions.
Gender balance in the workforce
Continue your commitments to women to ensure gender diversity in the workforce and to support career development. Follow up on your communications related to your actions to ensure their impact.
Recruitment
As part of the redesign of your recruitment process, develop your actions in terms of inclusive recruitment: targeted recruitment campaigns, encouragement to present as many women as men at interviews, etc.
Awareness
Organise workshops to raise awareness of gender stereotypes and sexual and gender-based violence among employees. Ensure that all managers have been trained on gender equality issues.
Disability
Mixity score
SOCAPS GROUP
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 41 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
50,000
i.e. 1.37% of purchases
● 0.44%
● 0.52%
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
33%
91%
91%
87%
87%
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
Worklife balance
Existence d'un processus d'alerte des arrêts maladies longs ou répétés au sein de l'organisation.
Awareness
L'entreprise a au moins une fois dans l'année été impliquée dans une manifestation externe sur la thématique handicap.
Areas of improvement
Governance
Taux d’emploi direct (personnes réellement employées en situation de handicap/ effectif total ) inférieur à 2%.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet du handicap dans l'entreprise est inférieur à 20%.
Recommended goals
Recruitment
Continue your efforts in pro-active recruitment to find candidates with disabilities. Work on the design, dissemination of vacancies and recruitment interviews to ensure that the whole process is inclusive of people with disabilities.
Awareness
Further develop awareness-raising activities (conferences, workshops, testimonies, etc.) on the various forms of disability (visible, invisible, neurodiversity, chronic illness) among employees.
Awareness
In line with your objectives, support people who volunteer to declare a disability, in particular through recognition as a disabled worker.
Worklife balance
Within your disability policy, formalise a system for adapting jobs following an occupational health problem and communicate internally and externally on its existence. Continue to communicate about existing measures to maintain employment.
Governance
Continue your commitment to inclusive procurement and encourage subcontracting and co-contracting with companies from the sheltered sector.
Ethnicity
Mixity score
SOCAPS GROUP
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 34 pts
Key indicators
Number of nationalities in the organisation
66
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
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
Awareness
The company has developed several partnerships with external associations specialising in diversity of cultural and/or social origin.
Governance
Un diagnostic sur la politique diversité multiculturelle a été réalisé soit en interne soit par une structure extérieure.
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.
Areas of improvement
Recruitment
L'entreprise n'a pas encore mis en place d'actions de recrutement ciblant des candidats issus des quartiers prioritaires de la ville.
Recommended goals
Awareness
Maintain your actions in terms of events and resources on social and ethnic diversity in order to deconstruct taboos, promote your commitments and raise awareness.
Recruitment
Implement actions to recruit employees, trainees and work-study students from priority urban districts and rural revitalisation areas. Hosting 3rd grade trainees from the Priority Education Network.
Partnership
Continue to develop your partnerships with organisations and associations specialising in supporting people who are far from employment and refugees, in particular through Socaps Fund.
Communication
Communicate externally on the website, job offers, social networks, your commitments to ethnic, cultural and social inclusion.
Generations
Mixity score
SOCAPS GROUP
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 8 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
100%
... under 25 years
100%
… of all staff
97%
Number of interns and work-study students recruited in the last 12 months
1
Middle age ...
*UA = Unavailable
Strengths
Training
Socaps has set up My socaps academy, a training platform for all employees and members.
Recruitment
L'entreprise a mis en place une politique d’embauche d’apprentis.
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.
Areas of improvement
Career development
L'entreprise n'a pas encore défini des objectifs chiffrés de maintien dans l'emploi des salariés (f/h/nb) de plus de 55 ans.
Career development
Pas encore de dispositif spécifique à la transition retraite n'a été mis en place au sein de l'entreprise.
Recommended goals
Recruitment
Continue to implement actions to attract and recruit more young people into the company. If necessary, train recruiters on age stereotypes.
Training
Continue to develop your skills transfer system across generations (mentoring and reverse mentoring) to enable all employees to acquire key skills for the company.
Career development
Strengthen actions to encourage people over 55 to remain in employment (adjustment of working hours and posts, retirement transition policy, part-time work, etc.) and define quantified targets for remaining in employment.
Worklife balance
Communicate on possible adjustments to all employees, particularly senior employees (part-time work, transition to retirement, increased teleworking).
LGBTQIA+
Mixity score
SOCAPS GROUP
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 22 pts
Key indicators
Number of employees who make part of the LGBTQIA+ community and/or network
4
Existence of a network gathering LGBTQIA+ employees or allies
Split by gender in the LGBTQIA+ network
100%
0%
0%
Woman
Man
Non-binary
Number of actions carried out during the year with LGBT associations
1
Number of media communication in the past 12 months on LGBTQIA+ inclusion
0
Number of social media communication in the past 12 months on LGBTQIA+ inclusion
0
Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months
1
Percentage of employees made aware about LGBTQIA+ topics
*UA = Unavailable
Strengths
Governance
Il existe au sein de l'entreprise un groupe d'employés (f/h/nb) ressources, un collectif et/ou un réseau LGBT+ créé à l'initiative de l'entreprise et/ou des employés (f/h/nb).
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
Dans ses communications sur sa politique de non-discrimination, l'entreprise fait explicitement référence à l'orientation sexuelle / identité et expression du genre.
Areas of improvement
Awareness
Au cours de l'année, l'entreprise n'a pas communiqué sur les réseaux sociaux sur les sujets LGBT+.
Awareness
Pas encore de dispositif spécifique et/ou d'une démarche de sensibilisation des managers et personnels RH pour accompagner le coming out professionnel des personnes LGBT+.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet LGBT+ dans l'entreprise est inférieur à 20%.
Recommended goals
Governance
In line with your objectives, develop a process to support organisations representing LGBT+ people. Carry out actions with LGBT+ organisations to show the company's commitment and support.
Awareness
To set up an awareness-raising process for managers and HR staff to support the professional coming-out of LGBT+ people. To address the issue of gender transition and the HR actions needed in this type of situation.
Awareness
To create spaces for exchange in favour of the inclusion of LGBT+ people and to allow employees to propose actions. Highlighting LGBT role models or allies to encourage them to speak out on these issues.
Communication
Integrate LGBT issues into internal and external communication campaigns on diversity and inclusion. Participate in events to promote your commitments.